© 2001 Wadsworth, a division of Thomson Learning, Inc 1 Motivating Others

© 2001 Wadsworth, a division of Thomson Learning, Inc 2 Individual Differences in Motivation Self-esteem –Chronic –Situational –Socially influenced Need for achievement Intrinsic motivation

© 2001 Wadsworth, a division of Thomson Learning, Inc 3 Increasing Self-Esteem Self-esteem workshops Experience with success –self-fulfilling prophecy –trying new experiences and taking little steps Supervisor behavior –Pygmalion effect

© 2001 Wadsworth, a division of Thomson Learning, Inc 4 Goal Setting Concrete Specific High but reasonable Self-set (?)

© 2001 Wadsworth, a division of Thomson Learning, Inc 5 Providing Feedback Positive Feedback –should be specific –should be sincere –should be timely Negative Feedback –should be constructive –concentrate on behaviors –always give in private

© 2001 Wadsworth, a division of Thomson Learning, Inc 6 Rewarding Excellent Performance Timing of the reward Contingency of the reward Type of reward

© 2001 Wadsworth, a division of Thomson Learning, Inc 7 Financial Incentive Plans Individual Incentive Plans –pay for performance –merit pay Organizational Incentive Plans –profit sharing –gainsharing –stock options

© 2001 Wadsworth, a division of Thomson Learning, Inc 8 Punishing Poor Performance

© 2001 Wadsworth, a division of Thomson Learning, Inc 9 The Premack Principle Different things reinforce different people We can get people to engage in behaviors they don’t like (e.g., studying) by reinforcing them with the opportunity to engage in behaviors they like better (e.g., taking out the trash)

© 2001 Wadsworth, a division of Thomson Learning, Inc 10 Expectancy Theory Expectancy Instrumentality Valence

© 2001 Wadsworth, a division of Thomson Learning, Inc 11 Treating Employees Fairly Equity and Keeping Promises

© 2001 Wadsworth, a division of Thomson Learning, Inc 12 Motivation Level of Other Employees Social Learning