1. Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Motivation Chapter 6

2. 6-2

3. 6-3 Motivation Defined A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence ๏ What do you do? ๏ How hard do you do it? ๏ How long do you do it?

4. 6-4 Theories of Motivation Several theories attempt to summarize the key factors that foster high motivation: ๏ Expectancy theory ๏ Goal setting theory ๏ Equity theory ๏ Psychological empowerment

5. 6-5 Expectancy Theory Motivation is fostered when the employee believes three things: ๏ That effort will result in performance ๏ That performance will result in outcomes ๏ That those outcomes will be valuable

6. 6-6 Expectancy Theory

7. 6-7 Expectancy Effort → Performance ๏ Can be hindered by: ๏ Lack of necessary resources ๏ Lack of supportive leadership ๏ Low self-efficacy

8. 6-8 Expectancy

9. 6-9 Instrumentality Performance → Outcomes ๏ Can be hindered by: ๏ Poor methods for measuring performance, as Instrumentality could actually be rewritten to be Performance → Evaluation → Outcomes ๏ Inadequate budget to provide outcomes, even when performance is high ๏ Use of policies that reward things besides performance, such as attendance or seniority ๏ Time delays in doling out rewards

10. 6-10 Valence Anticipated value of outcomes ๏ Extrinsic ๏ Intrinsic

11. 6-11 Valence

12. 6-12 Valence Why does pay have such a high valence? ๏ The meaning of money ๏ Achievement ๏ Respect ๏ Freedom

13. 6-13 Expectancy Theory Motivation = (E→P) x Σ[(P→O) x V] Key aspect: multiplicative effects ๏ Motivation is zero if either expectancy, instrumentality, or valence is zero

14. 6-14 Goal Setting Theory Motivation is fostered when employees are given specific and difficult goals ๏ Rather than no goals, easy goals, or “do your best” goals

15. 6-15 Goal Setting Theory

16. 6-16 Goal Setting Theory

17. 6-17 Equity Theory Motivation is maximized when an employee’s ratio of “outcomes” to “inputs” matches those of some “comparison other” Thus motivation also depends on the outcomes received by other employees

18. 6-18 Equity Theory Are these really equal?

19. 6-19 Equity Theory What emotion do you feel in this case? What methods can be used to restore equity?

20. 6-20 Equity Theory What emotion do you feel in this case? What methods can be used to restore equity?

21. 6-21 Psychological Empowerment An intrinsic form of motivation derived from the belief that one’s work tasks are contributing to some larger purpose Fostered by four beliefs: ๏ Meaningfulness ๏ Self-Determination ๏ Competence ๏ Impact

22. 6-22 How Important is Motivation?

23. 6-23 Application