1. Motivation

2. Motivation defined:
“Inspiring people to do something because they want to do it, not because someone said do it.”

3. Motivational Theories
MacGregor’s Theory X and Theory Y
Herzberg’s Motivation – Hygiene Theory
Maslow’s Heirarchy of Needs
The Goal Setting Theory
Reinforcement Theory
Equity Theory
Expectancy Theory

4. MacGregor’s Theory X and Theory Y
Classifies human nature into two categories.
Motivational strategy is contingent upon which category the person is classified in
Theory is flawed because most people fall somewhere in between

5. Theory X personality Negative view Pessimist Little ambition
Generally dislikes work
Avoids responsibility
Needs constant supervision

6. Theory Y personality Positive Primarily optimistic Enjoy working
Seek out responsibility
Needs little supervision
High level of ambition

7. Herzberg’s Motivation-Hygiene Theory
2 factors influence individual motivation
Motivators
Increase job satisfaction
Increase motivation
Hygiene
Eliminate job dissatisfaction
Fail to motivate

8. Motivators Work itself Recognitions Responsibility Achievement Growth
Advancement

9. Hygiene factors Company policies and administration Salary
Working conditions
Relationship with supervisors
Relationships with peers
Relationships with subordinates
Security
Status

10. Maslow’s Heirarchy of Needs
People are motivated by need
There are levels of needs that motivate
Once a level is satisfied, the level is no longer a motivator
Theory is flawed because once you reach the top, there is nothing left to act as a motivator

11. Levels of Need Physiological Safety Love and Belonging Esteem
Self-actualization

12. The Goal Setting Theory
Employees set goals and are motivated by the reward and/or recognition that accompanies the achievement
MBO
TQM
Employees are more likely to achieve goals they helped to set.

13. Reinforcement Theory Behavior is a function of its own consequences
Behavior is influenced by external factors
“reinforcers”
Focuses on action
Positive reinforcement

14. Equity Theory Exchange of individual contributions for rewards
3 variables
The inputs an individual perceives she/he is contributing
The outcome (rewards) an individual perceives she/he is receiving
The way in which an individual’s inputs and outcomes compare to the inputs and outputs of another.

15. Expectancy Theory
People will put out effort equivalent to the perceived rewards
Steps
Personal effort leads to personal achievement
Organizational rewards
Individual goals

16. Managing a Diverse Workforce
Compressed workweek
Flex-time
Job sharing
Telecommuting

17. Pay-for-Performance Programs
Piecework pay plan
Variable pay plan
Gainsharing plan
Stock options

18. Motivating the “New Workforce”
Professional employees
Contingent workers
Low-skilled, minimum wage employees

19. Suggestions for Motivating Employees
Recognize individual differences
Match people to jobs
Use goals
Ensure that goals are perceived as attainable
Individualize rewards
Link rewards to performance
Check the system for equity
Don’t ignore money

20. Trends in Motivation Understand “emotional” aspects
Understand increased globalization
Develop employee skills and knowledge
Operate leaner
Telecommuting