Core concepts review Chapter 4

FOUR THEORIES HUMAN MOTIVATION Douglas mcgregor’s theory x and theory y Abraham maslow’s hierarchy of needs Frederick herzberg’s maintenance vs motivating factors Victor vroom’s expectancy theory

Douglas mcgregor’s theory x and theory y Theory x Are inherently lazy Must be motivated by fear of punishment Are self-centered and indifferent to organizational needs Avoid responsibility and see security Must be directed by external control Theory y Will expend effort in work as natural as in play Can be motivated by the rewards of achievement Can mesh their own needs with those of the organization Can learn to accept and seek responsibility Thrive best through self-direction and self-control

Abraham maslow’s hierarchy of needs 1.Physical needs – stay alive 2.Security needs – feel secure 3.Social needs – belong 4.Ego needs – to “be somebody = motivation factors 5.Self-actualization needs – develop potential

Frederick herzberg’s maintenance vs motivating factors Maintenance factors – social, phyiscal, security, status, economic, orientation - prevent dissatisfaction, maintain a more-or- less neutral level of motivation. Motivating factors – achievement, responsibility, recognition, growth = higher levels of human needs

Victor vroom’s expectancy theory Degree of an individual's motivation by 3 factors What the person values, wants or needs The perceived performance/reward ratio The person's expectation of success in achieving the reward.

5 major stages in employ motivation Scientific management Administrative or classic management Human relation management Behavior management Process and systems management

Behavioral intervention model –Activators –Beliefs –Behavior –Consequences

Activators Asking-telling-suggesting-requesting Designing an environment that makes compliance with safety requirement convenient Providing visual or auditory reminders Providing incentives Modeling – let me show you how to do that correctly

Consequences Positive reinforcement – increase behavior – providing (+) conseq. Negative reinforcement – increase behavior – reducing (-) conseq. Punishment – decrease behavior by providing (-) conseq. Extinction – decrease behavior by failing to provide (+) conseq.

Principles for positive behavior reinforcement Reinforcement of specific behaviors is must effective P-I-C consequences are most effective: Positive Immediate and Certain The effectiveness of reinforcers depends on how the receiver perceives them: do i deserve it?

Six practical principles for deepening motivation Goals and objectives principle Principle of involvement Principle of mutual interest Psychological appeal Information principle Principle of behavior reinforcement

Six steps of performance management and motivation system Identify performance expectation Aid performance opportunity Monitor and measure performance Provide performance feedback Practice performance coaching Stimulate continual performance improvement

Successful in motivating compliance with rules Preparation Presentation Reinforcement Enforcement Leadership example

Preparation Apply the principle of involvement Keep rules to a minimum Apply to KISS principle (Keep It Short Simple) Keep rules as practical as possible Give reasons for rules – why they are required Review existing rules

Presentation Distribution Show & tell Test knowledge of rules Document the training

Reinforcement Group meeting discussion Personal contact reminder Behavior reinforcement The basis for contest awards Postings Periodic formal review

Enforcement Consistent enforcement of rules encourages compliance 3 F's of enforcement – Firm, Fair, and Friendly. Disciplinary action - 3 or 4 step process – verbal warning, written warning, suspension, termination