Copyright ©2012 Pearson Education Chapter 6 Motivation I: Basic Concepts 6-1 Essentials of Organizational Behavior, 11/e Global Edition Stephen P. Robbins & Timothy A. Judge

Copyright ©2012 Pearson Education After studying this chapter, you should be able to: Describe the three key elements of motivation. 2. Identify early theories of motivation and evaluate their applicability today. 3. Contrast goal-setting theory and management by objectives. 4. Demonstrate how organizational justice is a refinement of equity theory. 5. Apply the key tenets of expectancy theory to motivating employees. 6. Show how motivation theories are culture bound.

Copyright ©2012 Pearson Education What Is Motivation? 6-3 The processes that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a organizational goal  Intensity – the amount of effort put forth to meet the goal  Direction – efforts are channeled toward organizational goals  Persistence – how long the effort is maintained

Copyright ©2012 Pearson Education Early Theories of Motivation 6-4  Maslow’s Hierarchy of Needs Theory  McGregor’s Theory X and Theory Y  Herzberg’s Two-Factor (Motivation- Hygiene) Theory  McClellan’s Theory of Needs (Three Needs Theory)

Copyright ©2012 Pearson Education Maslow’s Hierarchy of Needs Theory 6-5 Upper Lower

Copyright ©2012 Pearson Education Douglas McGregor’s X & Y 6-6 Theory XTheory Y Theory X Workers  Inherent dislike for work and will attempt to avoid it  Must be coerced, controlled or threatened with punishment  Avoid responsibilities  Seek formal direction  Require security  Little ambition Theory Y Workers  View work as being as natural as rest or play  Will exercise self- direction and self- control if committed to objectives  Accept responsibility  Seek responsibility  Make innovative decisions

Copyright ©2012 Pearson Education Herzberg’s Two-Factor Theory 6-7 Quality of supervisionQuality of supervision PayPay Company policiesCompany policies Physical working conditionsPhysical working conditions RelationshipsRelationships Job securityJob security Quality of supervisionQuality of supervision PayPay Company policiesCompany policies Physical working conditionsPhysical working conditions RelationshipsRelationships Job securityJob security Hygiene Factors Dissatisfied Not Dissatisfied Promotional opportunitiesPromotional opportunities Opportunities for personal growthOpportunities for personal growth RecognitionRecognition ResponsibilityResponsibility AchievementAchievement Promotional opportunitiesPromotional opportunities Opportunities for personal growthOpportunities for personal growth RecognitionRecognition ResponsibilityResponsibility AchievementAchievement Motivation Factors Satisfied Not Satisfied

Copyright ©2012 Pearson Education McClelland's Theory of Needs 6-8  Need for Achievement (nAch) The drive to excel  Need for Power (nPow) The need to make others behave in a way they would not have behaved otherwise  Need for Affiliation (nAff) The desire for friendly and close interpersonal relationships

Copyright ©2012 Pearson Education McClelland's High Achievers 6-9  High achievers prefer jobs with:  Personal responsibility  Feedback  Intermediate degree of risk (50/50)  High achievers are not necessarily good managers  High nPow and low nAff is related to managerial success

Copyright ©2012 Pearson Education Contemporary Theories of Motivation 6-10  Self-Determination Theory  Goal-Setting Theory  Management by Objectives  Self-Efficacy Theory  Equity Theory  Expectancy Theory

Copyright ©2012 Pearson Education Self-Determination Theory 6-11  People prefer to have control over their actions so when they feel they are forced to do something they previously enjoyed motivation will decrease  One example is the Cognitive Evaluation Theory proposes that the introduction of extrinsic rewards for work (pay) that was previously intrinsically rewarding tends to decrease overall motivation.  Verbal rewards increase intrinsic motivation, while tangible rewards undermine it

Copyright ©2012 Pearson Education Goal-Setting Theory 6-12  Goals increase performance when the goals are:  Specific  Difficult, but accepted by employees  Accompanied by feedback (especially self- generated feedback)  Contingencies in goal-setting theory:  Goal Commitment – public goals better!  Task Characteristics – simple & familiar better!  National Culture – Western culture suits best!

Copyright ©2012 Pearson Education Management by Objectives (MBO) 6-13  Converts overall organizational objectives into specific objectives for work units and individuals  Common ingredients:  Goal specificity  Explicit time period  Performance feedback  Participation in decision making

Copyright ©2012 Pearson Education Self-Efficacy or Social Learning Theory 6-14 Individual’s belief that he or she is capable of performing a task Self-efficacy increased by:  Enactive mastery – gain experience  Vicarious modeling – see someone else do the task  Verbal persuasion – someone convinces you that you have the skills  Arousal – get energized

Copyright ©2012 Pearson Education Equity Theory 6-15  Employees weigh what they put into a job situation (input) against what they get from it (outcome).  They compare their input-outcome ratio with the input-outcome ratio of relevant others. perceive equity exists.  If they perceive their ratio to be equal to that of relevant others, a state of equity exists. inequity  If the ratios are unequal, inequity exists, either under-reward or over-reward. Your Output Your Input My Output My Input

Copyright ©2012 Pearson Education 6-16 inequitiescorrect  When inequities occur, employees will attempt to correct them.  When employees envision an inequity, they may make one or more of six choices: 1-Change their inputs 2-Change their outcomes 3-Distort perceptions of self 4-Distort perceptions of others 5-Choose a different referent. 6-Quit the job.

Copyright ©2012 Pearson Education Equity Theory and Reactions to Inequitable Pay 6-17 Employees are: Paid by: PieceTime Over-Rewarded Will produce fewer, but higher-quality units Will produce more Under-Rewarded Produce large number of low quality units Produce less output or output of poorer quality Employee reactions in comparison to equitably-paid employees

Copyright ©2012 Pearson Education Equity Theory: Forms of Justice 6-18

Copyright ©2012 Pearson Education Expectancy Theory 6-19 strength of our expectationattractiveness  Strength of a tendency to act in a certain way depends on strength of our expectation of a given outcome and its attractiveness  Suggests that people are motivated to work toward rewards that they want and that they believe they have a reasonable chance—or expectancy—of obtaining Three key relationships: 1. Effort-Performance: perceived probability that exerting effort leads to successful performance 2. Performance-Reward: the belief that successful performance leads to desired outcome 3. Rewards-Personal Goals: the attractiveness of organizational outcome (reward) to the individual

Copyright ©2012 Pearson Education Global Implications 6-20 Are motivation theories culture-bound?  Most were developed for and by the United States  Goal-setting and expectancy theories emphasize goal accomplishment and rational individual thought  Maslow’s Hierarchy may change order  McClelland's nAch presupposes acceptance of a moderate degree of risk concern for performance  Equity theory closely tied to American pay practices  Hertzberg’s two-factor theory does seem to work across cultures

Copyright ©2012 Pearson Education Implications for Managers 6-21  Look beyond need theories  Goal setting leads to higher productivity  Organizational justice has support  Expectancy theory is a powerful tool, but may not very realistic in some cases  Goal-setting, organizational justice, and expectancy theories all provide practical suggestions for motivation

Copyright ©2012 Pearson Education Keep in Mind… 6-22  Make goals specific and difficult  Motivation can be increased by raising employee confidence in their own abilities (self-efficacy)  Openly share information on allocation decisions, especially when the outcome is likely to be viewed negatively

Copyright ©2012 Pearson Education Summary Described the three key elements of motivation. 2. Identified early theories of motivation and evaluated their applicability today. 3. Contrasted goal-setting theory and management by objectives. 4. Demonstrated how organizational justice is a refinement of equity theory. 5. Applied the key tenets of expectancy theory to motivating employees. 6. Explained to what degree motivation theories are culture bound.

Copyright ©2012 Pearson Education 6-24 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.