1. Motivation at Work

2. Motivation Theories Scientific Management Bureaucratic Management
Human Relations Era
Need Theories
Goal Orientation
Motivator-Hygiene Theory
Job Enrichment

3. Scientific Management
Scientific Management (Frederick Taylor)
Objective is to improve the productivity of the individual worker
Develop a science for each aspect of individual’s job
Find the one best way to perform a task
Time & motion studies
“Science of shoveling”
Motivate employees through $$
Standard amount of production is set
Going above the standard earns you more money

4. Bureaucratic Management
Bureaucratic Management (Max Weber)
In an industrialized economy, how can we manage organizational growth & size?
How can we make sure the overall system is supporting the organization's goals?
Reduce opportunities for individuals to take advantage of organization

5. Human Relations & Behavioral Era
Hawthorne Studies
Human behavior is not necessarily “rational”
Employee needs & attitudes influence behavior
Soliciting employee opinions contributes to feeling of importance and can lead one to work harder
Maslow, Herzberg, Hackman & Oldham

6. The Container Store
What is the secret of The Container Store’s success?
What does The Container Store do that sets it apart from other companies?
What evidence is provided by The Container Store’s success that organizational behavior is an important element in employee productivity and organizational profitability?

7. Employee Motivation What is it? Why is it important?
Can you influence the level of work motivation in your employees?
How?
What approaches can be considered?

8. What is Motivation?
Motivation – the process of arousing and sustaining goal-directed behavior

9. Where Does It Come From? The Person The Environment Human Needs
Theory X and Y
Liking of the task
The Environment
Enriched Job Tasks
Goal setting interventions
Leader behavior
Group Norms and Organizational Culture

10. Maslow’s Needs SA Esteem Love (Social) Safety and Security
Lowest to highest order
Esteem
Love (Social)
Safety and Security
Physiological

11. McClelland’s Needs
Need for Achievement –need for excellence, competition, challenging goals, persistence, and overcoming difficulties
Need for Power – need to influence others, change people or events, and make a difference in life
Need for Affiliation - need for warm, close, intimate relationships with others

12. SAS Institue
What employee needs is SAS Institute meeting with their policies and practices?
Why does meeting these needs foster employee motivation?

13. What is Your Motivation Style?
Complete the motivation style self assessment – 10 minutes
Provide responses that are as honest as possible about how you approach job tasks

14. Goal Orientation
Refers to the goals held by a trainee in a learning situation individuals in their work situation
learning orientation – relates to trying to increase ability or competence in a task
performance orientation – refers to a focus of learners on task performance and how they compare to others
Avoid goals
Prove goals
Learning Goal orientation is associated with the highest performance

15. Motivation–Hygiene Theory of Motivation
Hygiene factors avoid job dissatisfaction
Company policy and administration
Supervision
Interpersonal relations
Working conditions
Salary
Status
Security
Achievement
Achievement recognition
Work itself
Responsibility
Advancement
Growth
Salary?
Motivation factors increase job satisfaction

16. Herzberg’s Two-Factor Theory
KITA versus “true” motivation
Short-term movement versus long-term motivation
Job enrichment is an attempt to instill an internal generator in the employee
Studies of Herzberg’s theory have included employees working in a variety of industries and jobs
Accountants, engineers, nurses, military officers, and others

17. Motivator Factors Motivators Examples
Tap needs for psychological growth
Job content: The work itself
Lead to high levels of employee motivation and satisfaction
Examples
Recognition
Responsibility
Achievement
Growth and learning

18. Job Enrichment Job Enrichment
Job Enrichment – designing or redesigning jobs by incorporating motivational factors into them
Emphasis on
Recognition
Responsibility
Advancement opportunity
Job
Enrichment

19. Principles of Job Enrichment
Removing some controls & retain accountability
Reduce the percentage of proofreading
Taps responsibility & achievement
Increasing employee accountability
Subordinates sign their own work
Taps responsibility & recognition
Psychological ownership

20. Principles of Job Enrichment (cont.)
Enabling one to become a topic expert
Taps achievement, responsibility, growth
Competence
Make organizational reports available to all
Revenue, expenses, projections, trends, customer satisfaction reports
Taps responsibility, recognition, growth

21. Job Enrichment Outcomes & Issues
Employees are internally motivated (internal generator) versus externally moved
Enriching jobs (Motivators) can be significantly less expensive in comparison to hygiene
Supervisors can focus more on the future (planning) as opposed to the past (checking work)
Expect initial drop in quantity of work, followed by increase in quantity and quality.

22. Starbucks Why is Starbuck’s such a successful company?
What does Starbuck’s do that is motivating to employees?

23. Themes
What do Starbucks, SAS Institute and the Container Store have in common?
Using the following motivation theories, analyze what makes these three companies successful:
Need Theory
Herzberg’s Motivator-Hygiene Theory