1. MOTIVATION

2. MOTIVATION DEFINED
Willingness to exert high levels of effort to reach organizational goals.

3. BASIC ASSUMPTIONS Everyone is motivated Two types of motivation Key?
Intrinsic
Extrinsic

4. TYPES OF MOTIVATION Extrinsic Motivation: Intrinsic Motivation:
"What gets rewarded gets done"
Based on extrinsic/tangible rewards
Intrinsic Motivation:
"What is rewarding gets done"
Based on intrinsic/intangible rewards

5. Motivation Theories
Equity
Reinforcement
Expectancy Theory

6. TODAY’S TOPIC
Motivation

7. EQUITY THEORY
People compare their outcome/input ratio to that of others
Conclusions
Ratios are equal (equity exists)
Ratios are unequal (inequity exists)

8. RESPONSES TO EQUITY/INEQUITY
Equity: Maintenance
Inequity:
Change Inputs
Change Outcomes
Quit

9. Forms of Justice

10. REINFORCEMENT THEORY Behavior is a function of consequences
Behavior that is rewarded persists
To increase behavior
Positive reinforcement
negative reinforcement

11. REINFORCEMENT THEORY To reduce behavior Immediacy is crucial
Extinction
Punishment
Immediacy is crucial
Implications?

12. REWARDING B BUT WE REWARD: WE HOPE FOR: Long-term growth
Setting challenging goals
Total Quality
Candor
Teamwork
BUT WE REWARD:

13. EXPECTANCY THEORY
People are motivated to do that which they believe is possible and valuable
Expectancy: Belief that you can perform
Instrumentality: Belief that performance will lead to an outcome
Valence: Value of the outcome

14. EXPECTANCY THEORY
According to expectancy theory, what must managers do to motivate their employees?

15. Effective Rewards & Incentive Systems:

16. HERZBERG Movement vs. Motivation KITA
What’s wrong with KITA? With movement?

17. TYPES OF MOTIVATION Extrinsic Motivation: Intrinsic Motivation:
"What gets rewarded gets done"
Based on extrinsic/tangible rewards
Intrinsic Motivation:
"What is rewarding gets done"
Based on intrinsic/intangible rewards

18. Job design Job enrichment (Herzberg)
Hygienes (salary, relationships, setting...)
Motivators (responsibility, achievement, recognition…)
Dissatisfied
Neutral
Motivated

19. Job Characteristics Model
Core Job
Dimensions
Personal & Work
Outcomes
Critical Psychological States
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Experienced
Meaningfulness
of Work
Responsibility for
Outcomes of Work
Knowledge of
Actual Results of
Work Activities
High Internal
Work Motivation
High-quality
Work Performance
High Satisfaction
with Work
Low Absenteeism
& Turnover

20. IMPLEMENTING CONCEPTS CORE JOB DIMENSIONS CRITICAL PSYCHOLOGICAL
STATES
PERSONAL
WORK
OUTCOMES
Combining Tasks
Forming Natural
Work Units
Establishing
Client
Relationships
Vertical Loading
Opening Feedback
Channels
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Experienced
Meaningfulness
Responsibility
for Outcomes
of Work
Knowledge of the
Actual Results of
Work activities
High Internal
Work Motivation
High Quality
Work Performance
High Satisfaction
with the Work
Low Absenteeism
and turnover
- STRENGTH OF EMPLOYEE’S
GROWTH NEEDS
- KNOWLEDGE & SKILLS
- CONTEXT SATISFACTION

21. Intrinsic Motivation: From Theory to Application
Provide Intrinsic Rewards
Survey of 1,500 employees found that recognition is the most powerful workplace motivator
Build intrinsic motivators into employee’s jobs
Employee Participation and Empowerment