1. Motivating for Performance Chapter Thirteen Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.

2. Learning Objectives LO 1 Identify the kinds of behaviors managers need to motivate in people. LO 2 List principles for setting goals that motivate employees. LO 3 Summarize how to reward good performance effectively. LO 4 Describe the key beliefs that affect peoples’ motivation. 13-2

3. Learning Objectives (cont.) LO 5 Discuss ways in which people’s individual needs affect their behavior LO 6 Define ways to create jobs that motivate LO 7 Summarize how people assess fairness and how to achieve it LO 8 Identify causes and consequences of a satisfied workforce 13-3

4. Motivating for Performance  Motivation  Forces that energize, direct, and sustain a person’s efforts. Managers must motivate people to:  join the organization,  remain in the organization  come to work regularly 13-4

5. Reinforcing Performance  Law of effect  A law formulated by Edward Thorndike in 1911 stating that behavior that is followed by positive consequences will likely be repeated.  Reinforcers  Positive consequences that motivate behavior. 13-5

6. Reinforcing Performance  Positive reinforcement  Applying consequences that increase the likelihood that a person will repeat the behavior that led to it.  Negative reinforcement  Removing or withholding an undesirable consequence. 13-6

7. The Consequences of Behavior 13-7 Figure 13.1

8. Performance -Related Beliefs  Expectancy theory  A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome. 13-8

9. Basic Concepts of Expectancy Theory 13-9 Figure 13.2

10. Maslow’s Need Hierarchy  Maslow’s need hierarchy  A conception of human needs organizing needs into a hierarchy of five major types. 13-10

11. Alderfer’s ERG Theory  Alderfer’s ERG theory  A human needs theory postulating that people have three basic sets of needs that can operate simultaneously. 13-11

12. Job Rotation, Enlargement, and Enrichment  Job enrichment  Changing a task to make it inherently more rewarding, motivating, and satisfying. 13-12

13. Herzberg’s Two-Factor Theory  Hygiene factors  Characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied  Motivators  Factors that make a job more motivating, such as additional job responsibilities, opportunities for personal growth and recognition, and feelings of achievement 13-13

14. The Hackman and Oldham Model of Job Design 13-14 Figure 13.4

15. Achieving Fairness  Equity theory  A theory stating that people assess how fairly they have been treated according to two key factors: outcomes and inputs. 13-15