MOTIVATION

MOTIVATION DEFINED Willingness to exert high levels of effort to reach organizational goals.

BASIC ASSUMPTIONS Everyone is motivated Two types of motivation Key? Intrinsic Extrinsic

TYPES OF MOTIVATION Extrinsic Motivation: Intrinsic Motivation: "What gets rewarded gets done" Based on extrinsic/tangible rewards Intrinsic Motivation: "What is rewarding gets done" Based on intrinsic/intangible rewards

Motivation Theories Equity Reinforcement Expectancy Theory

TODAY’S TOPIC Motivation

EQUITY THEORY People compare their outcome/input ratio to that of others Conclusions Ratios are equal (equity exists) Ratios are unequal (inequity exists)

RESPONSES TO EQUITY/INEQUITY Equity: Maintenance Inequity: Change Inputs Change Outcomes Quit

Forms of Justice

REINFORCEMENT THEORY Behavior is a function of consequences Behavior that is rewarded persists To increase behavior Positive reinforcement negative reinforcement

REINFORCEMENT THEORY To reduce behavior Immediacy is crucial Extinction Punishment Immediacy is crucial Implications?

REWARDING B BUT WE REWARD: WE HOPE FOR: Long-term growth Setting challenging goals Total Quality Candor Teamwork BUT WE REWARD:

EXPECTANCY THEORY People are motivated to do that which they believe is possible and valuable Expectancy: Belief that you can perform Instrumentality: Belief that performance will lead to an outcome Valence: Value of the outcome

EXPECTANCY THEORY According to expectancy theory, what must managers do to motivate their employees?

Effective Rewards & Incentive Systems:

HERZBERG Movement vs. Motivation KITA What’s wrong with KITA? With movement?

TYPES OF MOTIVATION Extrinsic Motivation: Intrinsic Motivation: "What gets rewarded gets done" Based on extrinsic/tangible rewards Intrinsic Motivation: "What is rewarding gets done" Based on intrinsic/intangible rewards

Job design Job enrichment (Herzberg) Hygienes (salary, relationships, setting...) Motivators (responsibility, achievement, recognition…) Dissatisfied Neutral Motivated

Job Characteristics Model Core Job Dimensions Personal & Work Outcomes Critical Psychological States Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness of Work Responsibility for Outcomes of Work Knowledge of Actual Results of Work Activities High Internal Work Motivation High-quality Work Performance High Satisfaction with Work Low Absenteeism & Turnover

IMPLEMENTING CONCEPTS CORE JOB DIMENSIONS CRITICAL PSYCHOLOGICAL STATES PERSONAL WORK OUTCOMES Combining Tasks Forming Natural Work Units Establishing Client Relationships Vertical Loading Opening Feedback Channels Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness Responsibility for Outcomes of Work Knowledge of the Actual Results of Work activities High Internal Work Motivation High Quality Work Performance High Satisfaction with the Work Low Absenteeism and turnover - STRENGTH OF EMPLOYEE’S GROWTH NEEDS - KNOWLEDGE & SKILLS - CONTEXT SATISFACTION

Intrinsic Motivation: From Theory to Application Provide Intrinsic Rewards Survey of 1,500 employees found that recognition is the most powerful workplace motivator Build intrinsic motivators into employee’s jobs Employee Participation and Empowerment