1. PSYCHOLOGY (8th Edition, in Modules) David Myers
PowerPoint Slides
Worth Publishers, © 2007

2. Motivation at Work Module 37

3. Motivation Motivation at Work Personnel Psychology
Organizing Psychology: Motivating Achievement
Psychology 7e in Modules

4. The healthy life, said Sigmund Freud, is filled by love and work.
Motivation at Work
The healthy life, said Sigmund Freud, is filled by love and work.
OBJECTIVE 37-1| Discuss the importance of flow, and identify the tree subfields of industrial-organizational psychology.
Culver Pictures
Psychology 7e in Modules

5. Attitudes Towards Work
People have different attitudes towards work. Some take it as a:
Job: Necessary way to make money.
Career: Opportunity to advance from one position to another.
Calling: fulfilling a socially useful activity.

6. Flow & Rewards
Flow is experience between no work and a lot of work. Flow marks immersion into one’s work.
People who “flow” in their work (artists, dancers, composers etc.) are driven less by extrinsic rewards (money, praise, promotion) and more by intrinsic rewards.

7. In industrialized countries work and satisfaction go hand-in-hand.

8. Industrial-Organizational (I/O) Psychology
Applies psychological principles to workplace.
Personnel Psychology: Principles of selecting and evaluating workers.
Organizational Psychology: Studies how work environments and management styles influence worker motivation, satisfaction, and productivity.

9. Personnel Psychology
Personnel psychologists assist organizations at various stages of selecting and assessing employees.
OBJECTIVE 37-2| Describe how personnel psychologists help organizations with employee selection, work placement, and performance appraisal.
© CNAC/ MNAM/ Dist. Rèunion des Musées Nationaux/ Art Resource, NY
Henri Matisse
Psychology 7e in Modules

10. Harnessing Strengths
Identifying people’s strengths (analytical, disciplined, eager to learn etc.) and matching them to work is the first step toward workplace effectiveness.
Psychology 7e in Modules

11. Interviews & Performance
Interviewers feel confident in their ability to predict long-term job performance. However, informal interviews are less informative than standardized tests.
Psychology 7e in Modules

12. The Interviewer Illusion
Interviewers often overrate their discernment.
Intention Vs. Habits: Intentions matter but long lasting habits matter more.
Successful Employees: Interviewers are more likely to talk about those employees that turned out successful.
Presumptions about Candidates: Interviewers presume (wrongly) what we see (candidate) is what we get.
Preconceptions: Interviewer prior knowledge about the candidate may affect her judgment.
Psychology 7e in Modules

13. Structured Interview
Formal and disciplined way of gathering information from the interviewee. Structured interviews pinpoint strengths (attitudes, behaviors, knowledge, and skills) The personnel psychologist may:
Analyze the job
Script questions
Train interviewer
Psychology 7e in Modules

14. Personnel Psychologist’s Tasks
Psychology 7e in Modules

15. Appraising Performance
Appraising performance results in two things: 1) Employee retention, 2) Reinforcement of employee for better performance.
Psychology 7e in Modules

16. Organizational Psychology: Motivating Achievement
Achievement motivation is defined as desire for significant accomplishment.
OBJECTIVE 37-3| Define achievement motivation, and explain why organizations would employ an I/O psychologist to help motivate employees and foster employee satisfaction.
Ken Heyman/ Woodfin Camp & Associates
Skinner devised a daily discipline schedule
which led him to become 20th century most
influential psychologist.
Psychology 7e in Modules

17. Satisfaction & Engagement
Harter et al., (2002) observed that employee engagement meant that the worker knows:
What is expected of him.
Feels the need to work.
Feels fulfilled at work.
Gets opportunities to do the best.
Thinks himself to be a part of something significant.
Has opportunities to learn and develop.
Capital-Journal/ David Eulitt/ AP/ Wide World Photos
Engaged workers are more productive
than non-engaged at different stores
of the same chain.

18. Larry Brown offers 4-5 positive comments for every negative comment.
Managing Well
Every leader dreams of managing in ways that enhance people’s satisfaction, engagement, and productivity of their organization.
OBJECTIVE 37-4| Describe some effective management techniques.
Ezra Shaw/ Getty Images
Larry Brown offers 4-5 positive comments for every negative comment.
Psychology 7e in Modules

19. Job-Relevant Strengths
Effective leaders need to select the right people, discern their employees’ talents, adjust their work roles to talents, develop talents to strengths.
Psychology 7e in Modules

20. Challenging Goals
Specific challenging goals motivate people to higher achievement levels especially if there is feedback, like progress reports.
Psychology 7e in Modules

21. Leadership Style
Different organizational demands need different kinds of leaders. Leadership varies from boss-focused style to democratic style.
Task Leadership: Involves, setting standards, organizing work, and focusing on goals.
Social Leadership: Involves mediating conflicts and building high achieving teams.
Psychology 7e in Modules