1. Motivation

2. Sources Learning unit 2 in handbooks Pages 335 ~347 in Textbook My notes & our wiki

3. MOTIVATION

4. Learning unit 2 outcomes You should be able to: 1. Explain the concept of motivation 2. Understand and apply content theories Maslow, Herzberg, McClelland, Hackman& Oldham 3. Understand & apply process theories Vroom, Porter and lawler 4. Understand Lockes goal setting model 5. Discuss money as a “motivator”

5. Motivation Employees who voluntarily & enthusiastically do more than that is required are motivated People are not motivated by the same “STUFF” The leaders challenge is to find what makes people tick! +

6. Motivation Watch the movie, What stood out for you? What could you apply in your workplace?

7. *Motivation Motivation is described as Intentional and directional; INTENTIONAL Refers to personal choice & persistence of action DIRECTIONAL Presence of a driving force, aimed at achieving a goal

8. Motivation definition “is the willingness to exert high levels of effort toward achieving organizational goals, conditioned by the efforts and the probability of satisfying personal needs”

9. Motivation exercise In your four groups Interview your = oldest, ( ) youngest Consider his/her personality style, status in life etc What would you change in the persons current job situation to energize (motivate) them? +

11. Exercise Which theories did you instinctively apply in the first exercise?

12. Motivation theories 1. Maslow’s needs hierarchy 2. Herzberg two factor theory 3. McClelland’s achievement theory 4. Hackman & Oldham job characteristics theory 5. Vroom’s expectancy theory 6. Porter & Lawler expectancy theory 7. Lockes goal setting model

13. Maslow *Herzberg Physiological Safety Social Ego SA Hygiene factors Working conditions Relationships Tools Supervision Motivating factors Recognition Achievement Responsibility Learning & development *

14. Mclellands Achievement theory Identifies that people could have a need for: Need for affiliation (People driven) Need for power (exerting influence over people) Need for achievement (Winning) Theory is based on belief that needs could be learnt.

15. *Hackman & Oldham – Job characteristics model Core job dimensions Psychological factors Outcomes Skill variety Task identity Significance Meaningfulness of work Feedback Autonomy Responsibility of results Knowledge of work effort Intrinsic work motivation Quality performance Job satisfaction

16. Exercise If I were to promise you a fully paid trip to Ushaka Marine World. If you received 80% in the exam How much effort will you put into your studies?

17. Exercise ~ How much effort? A fully paid trip for 4 ~ family or mates: Any sporting event in the world Trip to London to see the musician of your choice Trip to an Island holiday of your choice

18. Expectancy theories Individual will deliver more effort in the attainment of an organizational goal if: Their effort - result in goal achievement (Expectancy) Goal achievement – result in personal goal (Instrumentality) The more attractive the personal goal (Valence) the greater the effort *

19. Vroom’s key concepts VALENCE: How attractive the final outcome is to the individual EXPECTANCY: Is the belief that a certain amount of effort will result in the desired performance INSTUMENTALITY: The perception that the performance will lead to the final outcome or reward

20. Vroom’s expectancy model EFFORTPERFORMANCE 1 st level OUTCOME 2 nd level SATISFACTIONSATISFACTION = Expectancy of Effort = org goal Value of the Personal goal *

21. Porter & Lawler’s expectancy model EFFORT ACTUAL RESULTS SATISFACTIONSATISFACTION REWARDS Value of reward Effort – reward probability Role perception Abilities Equitable rewards Intrinsic & Extrinsic rewards

22. *Managers can enhance effort – performance expectations, by Helping gain their performance goals, Determine what rewards they value Link rewards to performance Train and guide employees Make person responsible Provide equitable rewards Create a positive climate

23. Edwin Locke’s goal setting model Objectives and goals provide us with direction and purpose People are aware that they are adding value and their efforts are recognized

24. *Goal setting motivates Goal setting impacts behaviour 1. Directs attention to what is important 2. Prompts us into action 3. Increases our persistence 4. Directs strategies & action

25. Is money a motivator? People on left argue that it is ~ People on right argue that it is not

26. Next week Job Analysis