1. MGT492: Managing People & Organizations
Lecture 23: Chapter 12: Motivating for High Performance
Instructor: Dr. Aisha Azhar
COMSATS Virtual Campus

19. Last lecture overview Message Transmission Channels
Oral Communications
Non-verbal Communications
Written Communications
Selecting the Message Transmission Channel
Sending messages
Response Styles

20. Calming an Emotional Person
Empathic Listening
The ability to understand and relate to another’s situation and feelings.
Dealing with Emotional People
Don’t make statements putting the person down.
Do make reflective empathic responses.
Paraphrase feelings.

21. Chapter 12: Motivating for High Performance

22. Learning Outcomes

23. Learning Outcomes (cont’d)

24. Motivation and Performance
The willingness to achieve organizational objectives.
Motivation Process
Employees go from need to motive to behavior to consequence to satisfaction or dissatisfaction.

25. How Motivation Affects Performance
Expectations, Motivation, and Performance
Self-fulfilling prophecy
“If you believe you can, or if you believe you can’t, then you are right”—Henry Ford
If you think you will be successful, then you will be.
The Performance Formula
Performance = Ability x Motivation x Resources
For maximum performance levels, all three factors must be high.

27. Major Motivation Theories
Content Motivation Theories
Process Motivation
Theories
Reinforcement
Theory
Major Motivation Theories

28. Motivation: Content Theories
Content Motivation Theories
Focus on identifying and understanding employees’ needs.
Hierarchy of needs theory
ERG theory
Two-factor theory
Acquired needs theory

29. Maslow’s Hierarchy of Needs Theory
Only unmet needs motivate.
People’s needs are arranged in order of importance for basic to complex.
Satisfaction of lower level needs precedes satisfaction of higher levels needs.
There are five classifications of needs:
Physiological
Safety
Social
Esteem
Self-actualization

30. How Managers Motivate with Maslow’s Hierarchy of Needs Theory

31. Alderfer’s ERG Theory ERG theory
Proposes that employees are motivated by three needs:
Existence: physiological and safety needs.
Relatedness: social needs.
Growth: esteem and actualization.
Needs can be active on more than one level at the same time.
Starving actor: being hungry and wanting fame and fortune.

32. Herzberg’s Two-Factor Theory
Exhibit 12–3