1. Ch 7 - Motivation Part 2: March 3, 2009

2. Expectancy Theory Broad approach – 3 components in rational judgment of motivation: (VIE theory - Vroom) –Valence – value of a motivator/reward –Instrumentality – link between perf and reward –Expectancy – link between effort and perf;

3. VIE (cont.) Motivation – based on multiplicative function of 3 components –if any = 0, no motivation Dominant theory applied in orgs, practical: –How should it be applied? Support for the theory, limitations? What does it best predict?

4. Expectancy/Goal Conflict On surface, conflict betw these 2 theories: –Goal setting predicts what? –VIE theory predicts what? How can VIE explain the motivating effects of hard goals? Role of self-efficacy, training?

5. Pay-for-Perf plans Wage incentive plans (for production jobs) – introduction usually leads to incr productivity. Potential problems: –1) –2) –3)

6. Pay-for-Perf Merit pay for white collar jobs: –If employees see strong link betw pay and perf, will have pos effect Potential problems – –1) –2) –3)

7. Motivation through Job Design Job enlargement – expand job content Job enrichment – expand control over job How is it done? Job Characteristics Model (Hackman & Oldham) is one example… –5 core job dimensions lead to… –3 psychological states (to improve motivation)

8. Job Characteristics Model 5 Core Job Dimensions: define each –Skill variety –Task identity –Task significance –Autonomy –Feedback

9. Job Characteristics Model What are these dimensions related to? Any important individual differences? Support for the model?

10. Integration of Theories Motivation is only one component of performance (also skills, teamwork…) Each theory helps explain a different motiv component (arousal/direction/maintenance) Some theories (equity) have feedback loops