Extrinsic Extrinsic Instrinsic Instrinsic

Types of Rewards Extrinsic Extrinsic Instrinsic Instrinsic

Need-based Need-based Process Process Reinforcement Reinforcement

Perspectives on Motivation Need-based Need-based Process Process Reinforcement Reinforcement

Hierarchy of Needs Hierarchy of Needs Two-Factor Theory Two-Factor Theory Acquired Needs Theory Acquired Needs Theory

Need-Based Perspectives Hierarchy of Needs Hierarchy of Needs Two-Factor Theory Two-Factor Theory Acquired Needs Theory Acquired Needs Theory

Positive Positive Negative Negative Extinction Extinction Punishment Punishment

Types of Reinforcement Positive Positive Negative Negative Extinction Extinction Punishment Punishment

Skill variety Skill variety Task identity Task identity Task Significance Task Significance Autonomy Autonomy Feedback Feedback

Core Job Characteristics - Job Design Skill variety Skill variety Task identity Task identity Task Significance Task Significance Autonomy Autonomy Feedback Feedback

Meaningfulness of work Meaningfulness of work Responsibility for outcomes Responsibility for outcomes Knowledge of results Knowledge of results

Psychological States – Job design Meaningfulness of work Meaningfulness of work Responsibility for outcomes Responsibility for outcomes Knowledge of results Knowledge of results

High work motivation High work motivation High work performance High work performance High work satisfaction High work satisfaction Low absenteeism and turnover Low absenteeism and turnover

Work Outcomes – Job Design High work motivation High work motivation High work performance High work performance High work satisfaction High work satisfaction Low absenteeism and turnover Low absenteeism and turnover

Equity Theory Equity Theory Expectancy Theory Expectancy Theory Goal Setting Theory Goal Setting Theory

Process Perspectives Equity Theory Equity Theory Expectancy Theory Expectancy Theory Goal Setting Theory Goal Setting Theory

Goals should be specific Goals should be specific Goals should be challenging Goals should be challenging Goals should be attainable Goals should be attainable

Elements of Goal-Setting Theory Goals should be specific Goals should be specific Goals should be challenging Goals should be challenging Goals should be attainable Goals should be attainable

Inputs Inputs Outputs Outputs Comparison Comparison

Elements of Equity Theory Inputs Inputs Outputs Outputs Comparison Comparison

Profit Sharing Profit Sharing Stock Options Stock Options Pay for Knowledge Pay for Knowledge Bonuses Bonuses Pay for Performance Pay for Performance

Compensation Plans Profit Sharing Profit Sharing Stock Options Stock Options Pay for Knowledge Pay for Knowledge Bonuses Bonuses Pay for Performance Pay for Performance

Job Simplification Job Simplification Job Enlargement Job Enlargement Job Enrichment Job Enrichment

Job Design Options Job Simplification Job Simplification Job Enlargement Job Enlargement Job Enrichment Job Enrichment

Expectancy Expectancy Instrumentality Instrumentality Valence Valence

Elements of Expectancy Theory Expectancy Expectancy Instrumentality Instrumentality Valence Valence

Need for Achievement Need for Achievement Need for Affiliation Need for Affiliation Need for Power Need for Power

Elements of Acquired Needs Theory Need for Achievement Need for Achievement Need for Affiliation Need for Affiliation Need for Power Need for Power

Pay and Security Pay and Security Working Conditions Working Conditions Interpersonal Relationships Interpersonal Relationships Company Policy Company Policy Supervisors Supervisors

Hygiene Factors – Two- Factor Theory Pay and Security Pay and Security Working Conditions Working Conditions Interpersonal Relationships Interpersonal Relationships Company Policy Company Policy Supervisors Supervisors

Work-Life Benefits Work-Life Benefits Work Context Work Context Sabbaticals Sabbaticals Educational Opportunities Educational Opportunities

Non-Monetary Compensation Work-Life Benefits Work-Life Benefits Work Context Work Context Sabbaticals Sabbaticals Educational Opportunities Educational Opportunities

Self-Actualization Self-Actualization Esteem Esteem Belongingness Belongingness Safety Safety Physiological Physiological

Maslow’s Hierarchy Self-Actualization Self-Actualization Esteem Esteem Belongingness Belongingness Safety Safety Physiological Physiological

Join your organization Join your organization Stay with the organization Stay with the organization Show up for work Show up for work Perform better Perform better Do extra Do extra

Why Motivation is Important to Managers Join your organization Join your organization Stay with the organization Stay with the organization Show up for work Show up for work Perform better Perform better Do extra Do extra

Unfulfilled need Unfulfilled need Motivation Motivation Behaviors Behaviors Rewards Rewards

Simple Model of Motivation Unfulfilled need Unfulfilled need Motivation Motivation Behaviors Behaviors Rewards Rewards

Achievement Achievement Recognition Recognition The work itself The work itself Responsibility Responsibility Advancement and growth Advancement and growth

Motivating Factors – Two Factor Theory Achievement Achievement Recognition Recognition The work itself The work itself Responsibility Responsibility Advancement and growth Advancement and growth