3 theories associated with needs

Need for Achievement Drive to excel Drive to excel To achieve in relation to standards To achieve in relation to standards Strive to succeed. Strive to succeed.

Need for Power Need to make others behave in a way that they would not have behaved otherwise Need to make others behave in a way that they would not have behaved otherwise

Need for Affiliation Desire for friendly and close interpersonal relationships Desire for friendly and close interpersonal relationships

Most Attention Need for achievement gets the most attention Need for achievement gets the most attention People who strive for achievement are striving for personal achievement rather than success People who strive for achievement are striving for personal achievement rather than success Efficiency is important Efficiency is important More important than anyone has before More important than anyone has before Prefer jobs that offer personal responsibility Prefer jobs that offer personal responsibility They need immediate feedback to show progression They need immediate feedback to show progression Set challenging goals Set challenging goals Avoid easy goals Avoid easy goals They focus on their own accomplishments They focus on their own accomplishments Not concerned with others and their accomplishments Not concerned with others and their accomplishments

Reinforcement Theory Behaviour is influenced by consequences Behaviour is influenced by consequences Behaviour is caused by reinforcers, which are consequences that when given immediately following a behaviour, increase the probability that the behaviour will be repeated Behaviour is caused by reinforcers, which are consequences that when given immediately following a behaviour, increase the probability that the behaviour will be repeated B F Skinner explains the reinforcement theory by saying that people will engage in a certain behaviour if they are rewarded. The reward has to be in concert with the behaviour in order for it to be accepted. Behaviour that is not rewarded, or punished will not be repeated. B F Skinner explains the reinforcement theory by saying that people will engage in a certain behaviour if they are rewarded. The reward has to be in concert with the behaviour in order for it to be accepted. Behaviour that is not rewarded, or punished will not be repeated. Managers can influence employees behaviour by reinforcing actions that are desirable Managers can influence employees behaviour by reinforcing actions that are desirable Managers should ignore, not punish, unfavorable behaviour. However, it can cause problems with employees. (Negative affect) Managers should ignore, not punish, unfavorable behaviour. However, it can cause problems with employees. (Negative affect)

Equity Theory Developed by Stacey Adams Developed by Stacey Adams Proposes tat employees perceive what they get from a job situation in relation to what they put in. They then compare it to others they work with (Competitors) Proposes tat employees perceive what they get from a job situation in relation to what they put in. They then compare it to others they work with (Competitors) People want to get what they out in in relation to others who produce the same amounts. They may think things are unequal in this case. People want to get what they out in in relation to others who produce the same amounts. They may think things are unequal in this case.

Perception of Inequity Distort what they produce or the production of others Distort what they produce or the production of others Behave in such a way that would induce others to change what they do. Behave in such a way that would induce others to change what they do. Behave in such a way that would change their own production Behave in such a way that would change their own production Choose a different comparison person Choose a different comparison person Quit your jobs Quit your jobs

Referent Those things that individuals compare themselves against in order to access equity. Those things that individuals compare themselves against in order to access equity. Other includes other individuals with similar jobs in the same organization but also includes friends, neighbors, or professional associates. They compare their pay with others and what they hear at work, newspapers, and other media outlets. Other includes other individuals with similar jobs in the same organization but also includes friends, neighbors, or professional associates. They compare their pay with others and what they hear at work, newspapers, and other media outlets. System includes organization pay policies and the administration of the system System includes organization pay policies and the administration of the system Self refers to the production of ones own self. Self refers to the production of ones own self.

Expectancy theory An individual tends to act in a way based on the expectation that the act will be followed by a given outcome and on the attractiveness of the outcome on the individual An individual tends to act in a way based on the expectation that the act will be followed by a given outcome and on the attractiveness of the outcome on the individual I. link effort with performance I. link effort with performance II. Performing at a certain level will give a certain desired outcome II. Performing at a certain level will give a certain desired outcome III. Attractiveness of a reward III. Attractiveness of a reward

Motivating Employees from Diverse Cultures Recognize differences Recognize differences Respect values and work ethics Respect values and work ethics Allow flexibility among people Allow flexibility among people

Motivating Minimum Wage Employees Employee recognition Employee recognition Empowerment Empowerment Career development Career development

Motivating Contingent Employees An opportunity to become full time. An opportunity to become full time. Official Recognition for good work Official Recognition for good work Daily praise Daily praise

Motivation of Professional and Technological people Money and recognition are low on the priority scale. Money and recognition are low on the priority scale. They like to tackle problems and find solutions They like to tackle problems and find solutions They need new assignment ands and challenging projects. They need new assignment ands and challenging projects. They need autonomy They need autonomy

How to motivate contingent employees Opportunity to become a full time employee Opportunity to become a full time employee Opportunity for training Opportunity for training

Using rewards to motivate

Money The most commonly used reward The most commonly used reward Employers cannot ignore the importance of money Employers cannot ignore the importance of money Valued more by men than women Valued more by men than women

Employee recognition Employers can give attention Employers can give attention Give praise in private Give praise in private Publish recognition for those who need acceptance Publish recognition for those who need acceptance Throwing pizza parties Throwing pizza parties

Pay for performance Use of bonuses, profit sharing, an per project pay is a way of motivating employees Use of bonuses, profit sharing, an per project pay is a way of motivating employees

Balancing life and work

Flex schedule Compressed workweek- employees work longer, but less days Compressed workweek- employees work longer, but less days Flexible work hours- creative with your schedule as long as the more critical times are covered Flexible work hours- creative with your schedule as long as the more critical times are covered

Job sharing Two or more people split a full time job Two or more people split a full time job They want top work, but not full time They want top work, but not full time

Telecommuting Gives people flexibility around time and scheduling Gives people flexibility around time and scheduling Dress is optional Dress is optional Few interruptions Few interruptions