1 Motivation and Rewards: Assessment Team Six Timothy Bias Debbie Kotani Michael Roe Bryon Schaefer Linda Pryce-Sheehan Ralf Swenson Andrew Woolsey

2 SECTION 1 Theories of Motivation

3 Maslow: (Hierarchy of Needs Model- psychological needs vs. social needs) Maslow: (Hierarchy of Needs Model- psychological needs vs. social needs) Alderfer: (Modified Need Hierarchy Model- existence, relatedness, and growth needs) Alderfer: (Modified Need Hierarchy Model- existence, relatedness, and growth needs) Herzberg: (Two-Factor Theory- extrinsic vs. intrinsic motivation) Herzberg: (Two-Factor Theory- extrinsic vs. intrinsic motivation) McClelland: (Acquired Needs Theory- achievement, affiliation, and power) McClelland: (Acquired Needs Theory- achievement, affiliation, and power) McGregor: (Theory X and Theory Y- employees are never satisfied vs. mangers align organizational goals with employee’s interests) McGregor: (Theory X and Theory Y- employees are never satisfied vs. mangers align organizational goals with employee’s interests) Adam: (Equity Theory- employees will become de-motivated if their perceived input is greater than the output from the company) Adam: (Equity Theory- employees will become de-motivated if their perceived input is greater than the output from the company) Vroom: (Expectancy Theory- an employee's motivation is based on individuals factors such as personality, skills, knowledge, experience and abilities) Vroom: (Expectancy Theory- an employee's motivation is based on individuals factors such as personality, skills, knowledge, experience and abilities) Skinner: (Reinforcement Process- consequences influence behavior) Skinner: (Reinforcement Process- consequences influence behavior)

4 SECTION II Assessment Tools For Motivation & Rewards

5 How Do You Assess Motivation in Workplace? Objective Observation: identify the nature of the situation and select leadership styles and motivational factors that are appropriate in the sense that they fit the situation (Stacey, 2007). Pay Attention to Factors Effecting Environment: In order to prevent adverse effects of groups on individuals, leaders need to pay attention to factors that effect the environment of the group, its composition in terms of members and their sensitivity to group dynamics (Stacey, 2007). Gather Data: use various instrument assessment tools to evaluate what motivates employees.

6 Motivational Assessment Tool Websites: 1) ACCEL TEAM: Employee motivation, The Organizational Environment, and Productivity ( team.com/motivation/index.html) 2) What’s Your Motivation Style Assessment: ( 3) Motivation In Instructional Design: ( 4) Motivational Assessment Tool: ( 5) The Leadership Motivation Assessment: ( team.com/motivation/index.htmlhttp://agelesslearner.com/assess/motivationstyle.htmlhttp:// team.com/motivation/index.htmlhttp://agelesslearner.com/assess/motivationstyle.htmlhttp://

7 SECTION III Frames for Application of Rewards & Motivation

8 Effective OrientationOrganizationOpen Data Flow Problem Solving Dependency Conflict Cohesion Interdependenc e (Group Development Matrix, Jones & Bearley, 1986, 1999) Copyright  1986, 2000 J. E. Jones and, W. L. Bearley Sharing Immature Fractionated Effective

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10 process task relationships self Group Development Matrix: Building on Skills and Competencies