© 2004 Wadsworth, a division of Thomson Learning, Inc 1 Employee Motivation

© 2004 Wadsworth, a division of Thomson Learning, Inc 2 Free Write Describe a job in which you were motivated to perform well. Why do you think you were so motivated? Describe a job in which you were not very motivated? Why the lack of motivation?

© 2004 Wadsworth, a division of Thomson Learning, Inc 3 Individual Differences in Motivation Self-esteem –Chronic –Situational –Socially influenced Need for achievement Intrinsic motivation

© 2004 Wadsworth, a division of Thomson Learning, Inc 4 What is Your Level of Self-Esteem? Exercise 9-1

© 2004 Wadsworth, a division of Thomson Learning, Inc 5 What is Your Level of Intrinsic Motivation? Exercise 9-2

© 2004 Wadsworth, a division of Thomson Learning, Inc 6 Increasing Self-Esteem Self-esteem workshops Experience with success –self-fulfilling prophecy –trying new experiences and taking little steps Supervisor behavior –Pygmalion effect –Golem effect

© 2004 Wadsworth, a division of Thomson Learning, Inc 7 Need for Achievement McClelland (1961) Need for achievement Need for affiliation Need for power

© 2004 Wadsworth, a division of Thomson Learning, Inc 8 Japan’s Work Ethic (CNN Video1998)

© 2004 Wadsworth, a division of Thomson Learning, Inc 9 Employee Values and Expectations Have the employee’s expectations been met? –Realistic job previews (RJPs) –Job descriptions Have the employee’s needs, values and wants been met? –Maslow’s Needs Hierarchy –ERG Theory –Two-factor Theory

© 2004 Wadsworth, a division of Thomson Learning, Inc 10 Basic Biological Needs Maslow’s Need Hierarchy Safety Needs Social Needs Ego Needs Self-Actualization Needs

© 2004 Wadsworth, a division of Thomson Learning, Inc 11 ERG Theory Growth Relatedness Existence

© 2004 Wadsworth, a division of Thomson Learning, Inc 12 Two-Factor Theory Motivators –Responsibility –Growth –Challenge –Job control Hygiene factors –Pay –Benefits –Coworkers –Security

© 2004 Wadsworth, a division of Thomson Learning, Inc 13 Comparison of Needs Theories Physical Existence Safety Hygiene Factors RelatednessSocial Ego MotivatorsGrowth Self-actualization Two-FactorERGMaslow

© 2004 Wadsworth, a division of Thomson Learning, Inc 14 Setting Goals Specific Measurable Difficult but attainable Relevant Time bound Employee participation

© 2004 Wadsworth, a division of Thomson Learning, Inc 15 Setting Goals CD-ROM Exercise

© 2004 Wadsworth, a division of Thomson Learning, Inc 16 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

© 2004 Wadsworth, a division of Thomson Learning, Inc 17 What examples have you had in on the job feedback? How successful were they?

© 2004 Wadsworth, a division of Thomson Learning, Inc 18 Office Space (DVD Segment 13)

© 2004 Wadsworth, a division of Thomson Learning, Inc 19 9 to 5 (DVD Segment 5: The Xerox Room)

© 2004 Wadsworth, a division of Thomson Learning, Inc 20 Rewarding Excellent Performance Timing of the reward Contingency of the reward Type of reward

© 2004 Wadsworth, a division of Thomson Learning, Inc 21 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)

© 2004 Wadsworth, a division of Thomson Learning, Inc 22 Sample Reinforcement Hierarchy - Money - Time off from work - Lunch time - Working next to Wanda - Supervisor praise - Running the press - Getting printing plates - Throwing out oily rags - Typesetting - Cleaning the press Least Desired Most Desired

© 2004 Wadsworth, a division of Thomson Learning, Inc 23 Your Own Reinforcement Hierarchy Exercise 9-3

© 2004 Wadsworth, a division of Thomson Learning, Inc 24 Financial Incentive Plans Individual Incentive Plans –pay for performance –merit pay Organizational Incentive Plans –profit sharing –gainsharing –stock options

© 2004 Wadsworth, a division of Thomson Learning, Inc 25 Variable Pay Individual Group Other methods Recognition Travel Adjustments Location (COLAs) Shift Base Pay Market value Job evaluation Benefits: Health care etc.

© 2004 Wadsworth, a division of Thomson Learning, Inc 26 Why was the internet bust such a big deal for so many people?

© 2004 Wadsworth, a division of Thomson Learning, Inc 27 CNN Video (2000) - Motivation

© 2004 Wadsworth, a division of Thomson Learning, Inc 28 Punishing Poor Performance

© 2004 Wadsworth, a division of Thomson Learning, Inc 29 Treating Employees Fairly Equity and Keeping Promises

© 2004 Wadsworth, a division of Thomson Learning, Inc 30 Are Rewards And Resources Given Equitably? Equity Theory Components –inputs –outputs –input/output ratio Possible Situations –underpayment –overpayment –equal payment

© 2004 Wadsworth, a division of Thomson Learning, Inc 31 Equity Theory Underpayment –Work less hard –Become more selfish –Lower job satisfaction Overpayment –No guilt feelings –Work harder –Become more team oriented

© 2004 Wadsworth, a division of Thomson Learning, Inc 32 Using Equity Theory CD-ROM Exercise

© 2004 Wadsworth, a division of Thomson Learning, Inc 33 Expectancy Theory Expectancy Instrumentality Valence

© 2004 Wadsworth, a division of Thomson Learning, Inc 34 Motivation Level of Other Employees Social Learning

© 2004 Wadsworth, a division of Thomson Learning, Inc 35 Applied I/O Psych Segment 1

© 2004 Wadsworth, a division of Thomson Learning, Inc 36 Exercise 9-4: Case Study

© 2004 Wadsworth, a division of Thomson Learning, Inc 37 Exercise 9-5: Your Own Theory