2. MANAGEMENT AND MOTIVATION
Chapter 3
MANAGEMENT AND MOTIVATION

3. Introduction Motivation – defined Who motivates employees?
Motivated versus engaged
Managers vs. employees themselves
Why motivation matters
Is everyone motivated?
History of motivation
Rewards – defined
Motivating across generations
Intrinsic rewards
Extrinsic rewards

4. Motivation According to Webster’s New Collegiate Dictionary …. Motive
“something (a need or desire) that causes a person to act.”
Motivate
“to provide with a motive.”
Motivation
“the act or process of motivating.”

5. Motivated versus Engaged
The concepts go hand-in-hand
Engaged healthcare employees display the following characteristics:
Are more productive
Are more focused on patient care and treatment
Are safer
Are loyal to their employers
Model positive behaviors of engagement
Witness greater profitability for a provider than a disengaged employer

6. Why Motivation Matters
Motivated employees…
Are fully engaged in their work
Contribute at a much higher level
Are invested, happier, and loyal
Motivated employees motivate others
Influence better organizational outcomes resulting in a better competitive advantage for the organization

7. History of Motivation Not a new concept Athens and the Grecian empire
1809, William James
1943, Clark Hull
1940, human behavior in the workplace

8. Theories of Motivation
Psychologists study motivation from the perspectives of:
Needs at different levels
Extrinsic factors
Intrinsic factors
Integration of needs, extrinsic and intrinsic factors

9. Maslow’s Hierarchy of Needs
Physiological needs – food, water, sexual drive, etc.
Safety needs – shelter, jobs, pay, etc.
Belonging needs – social interactions, etc.
Esteem needs – status, recognition, etc.
Self-actualization needs – achievement, personal development and growth, etc.

10. Other Need-based Motivation Theories
Alderfer’s 3 Factor ERG Theory
Motivators
McClelland’s Acquired Needs Theory
Existence
Relatedness
Achievement
Growth & Development
Affiliation
Power
Herzberg’s 2-Factor Theory
Hygienes

11. Extrinsic Factor Theory of Motivation
Skinner’s Reinforcement Theory
Positive Reinforcement
Avoidance Learning = Negative Reinforcement
Punishment
Extinction

12. Intrinsic Factor Theories of Motivation
Adam’s Equity Theory
Vroom’s Expectancy Theory
Locke’s Goal Setting Theory

13. Management Theories of Motivation
Taylor’s Scientific Management
McGregor’s Theory X and Theory Y
Ouchi’s Theory Z
Integrative Model of Motivation

14. Extrinsic Rewards: Tangibles
Money
Praise/feedback
Benefits
Good boss
Flexible schedules
Strong leader
Job Responsibilities
Inspirational people
Promotions
Nurturing organizational culture
Status changes
Supervision

15. Intrinsic Rewards: Intangibles
Healthy relationships – feeling a sense of connection
Meaningful vs. meaningless work
Competence
Choice and participation in decision-making
Progress – accountability, meeting milestones

16. Myths about Motivation and Satisfaction
“Although I’m not motivated by extrinsic rewards, others are”
All motivation is intrinsic
Some people just are not motivated
People are motivated by money
Motivation is manipulation
One-size-fits-all reward programs
Motivational people are born, not made
There’s only one kind of employee satisfaction

17. Motivational Strategies
Expect the best
Focus on revitalizing employees
Reward the desired behavior
Find create ways to obtain information and reward excellence
Create a FUN (Focused, Unpredictable, Novel) Approach
Get subordinates to take responsibility for their own motivation
Reward employees to enhance performance and motivate
Play to employee’s strengths, promote high performance, focus on how they learn
Tailor rewards

18. Motivating Across Generations
Traditionalist (b. before 1945)
Baby Boomer (b. between )
Generation X (b. between )
Millennials (b. between 1979-present)
NB. Refer to Table 3-1 for comparisons of characteristics and motivational preferences across generations.

19. Whether you think you can or you think you can’t, you’re right!
Henry Ford