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Foundations of Foundations of MotivationMotivation

Chapter Eight

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Employee Motivation

Motivation psychological processes cause the arousal,

direction, and persistence of voluntary actions that are goal directed

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Employee Motivation

Content theories of motivation focus on identifying internal factors such as

instincts, needs, satisfaction, and job characteristics that energize employee motivation.

Process theories of motivation focus on explaining the process by which internal factors and cognitions influence employee motivation

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Overview of Motivation Theories

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Need Theories of Motivation

Needs Physiological or

psychological deficiencies that arouse behavior.

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Maslow’s Need Hierarchy Theory

Motivation is a function of five basic needs – physiological, safety, love, esteem, and self-actualizationHuman needs emerge in a predictable stair-step fashion

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Maslow’s Need Hierarchy

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Alderfer’s ERG Theory

Existence needs (E) the desire for physiological and materialistic

wellbeing;

Relatedness needs (R) the desire to have meaningful relationships with

significant others

Growth needs (G) the desire to grow as a human being and to use

one’s abilities to their fullest potential

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Question?

Rachel has the desire to accomplish something difficult? This relates to McClelland's need forA. AffiliationB. AchievementC. PowerD. Glory

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McClelland’s Need Theory

Need for achievement Desire to accomplish something difficult.

Need for affiliation spend more time maintaining social

relationships, joining groups, and wanting to be loved

Need for power Desire to Influence, coach, teach, or encourage

others to achieve.

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McClelland’s Need Theory

Achievement-motivated people share three common characteristics:

1. Preference for working on tasks of moderate difficulty

2. Preference for situations in which performance is due to their efforts

3. Desire more feedback on their successes and failures

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Herzberg’s Motivator-Hygiene Model

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Herzberg’s Motivator–Hygiene Theory

Motivators job characteristics

associated with job satisfaction

Hygiene factors job characteristics

associated with job dissatisfaction

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Adams’s Equity Theoryof Motivation

Equity theory model of motivation

that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

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Negative and Positive Inequity

Negative inequity Comparison in which another person receives

greater outcomes for similar inputs.

Positive inequity Comparison in which another person receives

lesser outcomes for similar inputs.

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Negative and Positive Inequity

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Practical Lessons from Equity Theory

No matter how fair management thinks the organization’s policies, procedures, and reward system are, each employee’s perception of the equity of those factors is what counts.Managers benefit by allowing employees to participate in making decisions about important work outcomes

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Practical Lessons from Equity Theory

Employees should be given the opportunity to appeal decisions that affect their welfare.Managers can promote cooperation and teamwork among group members by treating them equitably

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Practical Lessons from Equity Theory

Employees’ perceptions of justice are strongly influenced by the leadership behavior exhibited by their managersManagers need to pay attention to the organization’s climate for justice.

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Question?

At work, if Jamal's outcome to input ratio is greater than that of Tony's (his relevant co-worker), Jamal will experienceA.Equity.B.No satisfaction.C.Positive inequity.D.High dissatisfaction.

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Goals: Definition and Background

Goal what an individual is trying to accomplish object or aim of an action

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How Does Goal Setting Work

Goals direct attentionGoals regulate effortGoals increase persistenceGoals foster the development and application of task strategies and action plans

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Practical Lessons from Goal-Setting Research

1. Specific high goals lead to greater performance Goal specificity – quantifiability of a goal

2. Feedback enhances the effect of specific, difficult goals

3. Participative goals, assigned goals, and self-set goals are equally effective.

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Practical Lessons from Goal-Setting Research

4. Action planning facilitates goal accomplishment. Action plan outlines the activities or tasks that

need to be accomplished in order to obtain a goal.

5. Goal commitment and monetary incentives affect goal-setting outcomes Goal commitment – extent to which an individual

is personally committed to achieving a goal

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Top-Down Approaches

Scientific management that kind of management which conducts a

business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning

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Top-Down Approaches

Job enlargement Involves putting more variety into a worker’s job

by combining specialized tasks of comparable difficulty.

Job rotation moving employees from one specialized job to

another

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Top-Down Approaches

Job enrichment Building achievement, recognition, stimulating

work, responsibility, and advancement into a job.

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The Job Characteristics Model