Employee Motivation Ch. 9

Today Class Performance Chapter 9 Group Activity

Outline Individual Differences Need theories Component theories of motivation

What is Motivation?

The internal force that drives a worker to action, as well as the external factors that encourage that action

Exercise Describe a job in which you were motivated to perform well. Why do you think you were so motivated? Describe a job in which you were not very motivated? Why the lack of motivation?

What is Motivation? Work Behaviors that imply motivation – High Performance Level – Exemplary Attendance – Organizational Citizenship Behavior – Self Improvement Efforts

Where does motivation come from? Predisposed to motivation? Big 5 – Conscientiousness  Performance – Stability  Salary & high goals – Extraversion  Promotions

Where does motivation come from? Predisposed to motivation? 3 individual traits 1.Self-esteem 2.Intrinsic motivation tendency 3.Need for achievement

Self-esteem Extent to which a person views himself as valuable and worthy Consistency Theory – Positive correlation between self-esteem & performance – High self-esteem desire to perform better – Employees with low esteem level underestimate themselves and perform better. – Higher self-esteem = motivated, perform better, & rate their own performance as higher

Self-esteem – Chronic (overall feelings about self) – Situational (domain) – Socially influenced (other influenced) Increase self-esteem = increase performance 3 ways to do this: Self-esteem workshops (self –awareness) Experience with success – Based on self-fulfilling prophecy – Galatea effect (self expectation and performance) Supervisor behavior – Pygmalion vs Golem effect

Where does motivation come from? 3 individual traits 1.Self-esteem 2.Intrinsic motivation tendency 3.Need for achievement

Intrinsic Motivation Seek to perform well – Enjoy the task – Enjoy the challenge – Enjoy successfully completing the task Versus extrinsically motivated

Where does motivation come from? 3 individual traits 1.Self-esteem 2.Intrinsic motivation tendency 3.Need for achievement

Need for Achievement Employees differ on: Need for achievement- motivated by challenging jobs Need for affiliation- motivated by jobs in which they can work with and help other people Need for power- motivated by a desire to influence others

Expectations What do we want, value, and expect? – Discrepancies = lower motivation Realistic job previews (RJP) Job description

Job Characteristics Theory

18 Job Characteristics and Work Behavior Fried and Ferris (1987) meta-analysis Job characteristic Correlation with Work Behavior SatisfactionPerformanceAbsenteeism Skill variety Task identity Task significance Autonomy Job feedback Motivating potential score

Across Everyone Needs, values, wants (related to 3 theories) 1.Maslow’s needs hierarchy 2.ERG theory 3.Two-factor theory

Maslow’s Needs Hierarchy Maslow’s Hierarchy of Needs – 5 ordered levels Research: – Order has not been supported Self Actualization Ego needs (Esteem) Social need (Belonging) Safety Basic Biological Needs (Physiological)

At a more basic level… Needs, values, wants (related to 3 theories) 1.Maslow’s needs hierarchy 2.ERG theory 3.Two-factor theory

ERG Theory – Needs theory with three levels Growth Relatedness Existence

Two-factor Theory – Needs theory with two levels Motivators Hygiene Factors Motivators – Responsibility – Growth – Challenge – Job control Hygiene factors – Pay – Benefits – Coworkers – Security

Increase Motivation: Goal setting Specific More specific the goal, the greater the productivity MEASURABLE – Properly set goals are measurable Difficult but ATTAINABLE RELEVANT TIME-BOUND Employee Participation

Feedback on Employees Goal Progress Increase effectiveness – Feedback is really important Self Regulation Theory – Employees monitor their own progress toward attaining goals. – Make necessary adjustments in behaviors. They “self-regulate”

Are employees rewarded for achieving goals? Essential strategy for motivating employees – Provide an incentive 6 factors to consider: – Timing of the incentive (immediate) – Contingency of the consequences (reasons ) – Type of incentive used (Premack Principle) » Financial, Prize, Recognition, Travel – Use of individual-based (pay for performance, merit pay)versus group-based incentives (profit sharing, gainsharing, stock options)

27 Sample Reinforcement Hierarchy - Money - Time off from work - Lunch time - Working next to Wanda - Supervisor praise - Running the press - Getting printing plates - Throwing out oily rags - Typesetting - Cleaning the press Least Desired Most Desired

Expectancy Theory Vroom (1964) – Expectancy – Instrumentality) – Valence (value) – Motivation = E (I x V)

Reinforcement Theory Behavior is based on Past Reinforcement Experiences Law of Effect: – Behaviors reinforced, are more likely to occur – Behaviors punished, are likely to not occur – Basically, behavior is contingent on Effect Positive Reinforcement – Encourage behaviors by giving something “good” – Incentive systems, pay, bonuses, etc Negative Reinforcement – Encourage behaviors, by taking away something “bad” that currently exists

Reinforcement Theory: Conditioning

Reward or Punishment? What do you think?

Equity Theory Input/output ratio comparison (Role of Justice) Underpayment – Work less hard – Become more selfish – Lower job satisfaction Overpayment – No guilt feelings – Work harder – Become more team oriented

Social Influence Theory New employees take on motivation of veteran employees Getting at “culture” which we’ll get into later

Review Personality Expectations, Values, & Needs SMART Goals Extrinsic Motivation (Premack & Expectancy) Equity Social Influence

Group Activity Get into groups of 2-3 Focus on Ethics on page 354 in textbook Read carefully and then answer the 5 questions on a piece of paper (turn in at end of class)