Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Motivation Chapter 6

6-2

6-3 Motivation Defined A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence ๏ What do you do? ๏ How hard do you do it? ๏ How long do you do it?

6-4 Theories of Motivation Several theories attempt to summarize the key factors that foster high motivation: ๏ Expectancy theory ๏ Goal setting theory ๏ Equity theory ๏ Psychological empowerment

6-5 Expectancy Theory Motivation is fostered when the employee believes three things: ๏ That effort will result in performance ๏ That performance will result in outcomes ๏ That those outcomes will be valuable

6-6 Expectancy Theory

6-7 Expectancy Effort → Performance ๏ Can be hindered by: ๏ Lack of necessary resources ๏ Lack of supportive leadership ๏ Low self-efficacy

6-8 Expectancy

6-9 Instrumentality Performance → Outcomes ๏ Can be hindered by: ๏ Poor methods for measuring performance, as Instrumentality could actually be rewritten to be Performance → Evaluation → Outcomes ๏ Inadequate budget to provide outcomes, even when performance is high ๏ Use of policies that reward things besides performance, such as attendance or seniority ๏ Time delays in doling out rewards

6-10 Valence Anticipated value of outcomes ๏ Extrinsic ๏ Intrinsic

6-11 Valence

6-12 Valence Why does pay have such a high valence? ๏ The meaning of money ๏ Achievement ๏ Respect ๏ Freedom

6-13 Expectancy Theory Motivation = (E→P) x Σ[(P→O) x V] Key aspect: multiplicative effects ๏ Motivation is zero if either expectancy, instrumentality, or valence is zero

6-14 Goal Setting Theory Motivation is fostered when employees are given specific and difficult goals ๏ Rather than no goals, easy goals, or “do your best” goals

6-15 Goal Setting Theory

6-16 Goal Setting Theory

6-17 Equity Theory Motivation is maximized when an employee’s ratio of “outcomes” to “inputs” matches those of some “comparison other” Thus motivation also depends on the outcomes received by other employees

6-18 Equity Theory Are these really equal?

6-19 Equity Theory What emotion do you feel in this case? What methods can be used to restore equity?

6-20 Equity Theory What emotion do you feel in this case? What methods can be used to restore equity?

6-21 Psychological Empowerment An intrinsic form of motivation derived from the belief that one’s work tasks are contributing to some larger purpose Fostered by four beliefs: ๏ Meaningfulness ๏ Self-Determination ๏ Competence ๏ Impact

6-22 How Important is Motivation?

6-23 Application