1. Motivating and Rewarding Employees www.epowerpoint.com

2. Where We Are Part 1 Introduction Part 2 Planning Part 3 Organizing
Part 4 Leading
Part 5 Controlling
Chapter 8
Motivating & Rewarding Employees
Chapter 9
Leadership & Trust
Chapter 10
Communication & Interpersonal Skills
Chapter 8
Motivating & Rewarding Employees

3. Chapter Guide Motivation Overview Theories of Motivation
Early Theories: Maslow’s Hierarchy of Needs; McGregor’s Theories of X and Y; Hertzberg’s Two-Factors Theory
Contemporary Theories: Three-Needs Theory; The Job Characteristics Model; Equity Theory; Expectancy Theory
Further Discussion Issues
Diverse workforce; Pay for Performance or Time;
Minimum-wage Workers; Professional Employees;
Technical Workers; Flexible Work options.

4. Overview
Motivation
Motivation is the willingness to exert a persistent and high level of effort toward organizational goals.

5. Need is some internal state that makes certain outcomes
Overview
Motivation and Need
Need is some internal state that makes certain outcomes
appear attractive.

6. Components of Motivation
Overview
Components of Motivation
Needs
Organizational Goals
Effort
Motivation

7. The Motivation Process
Overview
The Motivation Process
Unsatisfied
Need
Unsatisfied
Need
Search
Behavior
Tension
Reduction
of Tension
An unsatisfied need creates tension; this tension drives a person to satisfy the need.
A motivated employee works intensely and persistently. However, effort and persistence will not pay off unless they are channeled in a direction that benefits the organization.
Satisfied
Need
Drives

8. Early Theories of Motivation
Early Motivation Theory
Early Theories of Motivation
Maslow’s Hierarchy of Needs
MacGregor’s Theories X and Y
Herzberg’s Two-Factor Theory

9. Self Esteem Social Safety Physiological Maslow’s Hierarchy of Needs
Early Motivation Theory 1: Abraham Maslow
Maslow’s
Hierarchy
of Needs
Self
Esteem
Social
Safety
Physiological

10. Maslow’s Hierarchy of Needs
Early Motivation Theory 1: Abraham Maslow
Maslow’s Hierarchy of Needs
Is predetermined in order of importance.
Lower level needs had to be satisfied before the next higher level need would motivate employees.
Might create misunderstanding (1 or 5 needs)

11. Accept Responsibility
Early Motivation Theory 2: Douglas McGregor
Theory X
Workers
Dislike Work
Avoid Responsibility
Little Ambition
Theory Y
Workers
Enjoy Work
Accept Responsibility
Self-Directed
Douglas McGregor proposed in 1960 in his book The Human Side of Enterprise that managers hold one of two sets of assumptions about human nature, and named them Theory X and Theory Y.
Seeing people as irresponsible and lazy, managers who follow Theory X assume the following:
Employees inherently dislike work and will try to avoid it.
Since employees dislike work, they must be coerced, controlled, or threatened to achieve goals.
Employees avoid responsibilities and seek formal direction, if possible.
Most workers place security above all other work-related factors and will display little ambition.
Seeing people as responsible and conscientious, managers who follow Theory Y assume the following:
Employees can view work as being as natural as rest or play.
When committed to their objectives, people will exercise self-direction and self-control
The average person can learn to accept, even seek, responsibility.
Many workers besides managers have innovative decision-making skills.
No hard evidence confirms that either set of assumptions is universally true. It is more likely that the assumptions of Theory X or Theory Y may or may not be appropriate, depending on the situation at hand.

12. Herzberg’s Two-Factor Theory
Early Motivation Theory 3: Frederick Herzberg
Herzberg’s Two-Factor Theory
Job satisfaction and job dissatisfaction are created by different factors.
Hygiene factors: environmental factors that create
job dissatisfaction.
Motivators: psychological factors that create job
satisfaction.
Attempted to explain why job satisfaction does not result in increased performance.
The opposite of satisfaction is not dissatisfaction, but rather no satisfaction.

13. Herzberg’s Two-Factor Theory
Early Motivation Theory: Frederick Herzberg
Herzberg’s Two-Factor Theory
Hygiene Factors
Motivators
Quality of supervision
Salary and benefits
Company policies
Working conditions
Relations with others
Security and status
Career advancement
Recognition
Work itself
Responsibility
Advancement
Growth
By asking people “what do you fell exceptional good or bad about your job”, Frederick Herzberg identified two categories of factors affect people’s motivation in their their jobs. His findings are called motivation-hygiene theory.
Herzberg asserted that intrinsic factors are related to job satisfaction whereas extrinsic factors are associated with dissatisfaction. So, he called company policy, supervision, interpersonal relations, working conditions, and salary hygiene factors. When these factors are adequate, people will not be dissatisfied; however, they will not be satisfied either. He believed that achievement, recognition, the work itself, growth, and responsibility are motivators because people find them intrinsically rewarding.
High
Job Dissatisfaction
Job Satisfaction
High

14. Satisfaction-Dissatisfaction
Early Motivation Theory: Frederick Herzberg
Contrasting Views of
Satisfaction-Dissatisfaction
Traditional View
Satisfaction
Dissatisfaction
Motivators
Herzberg‘s View
No Satisfaction
Hygiene Factors
No Dissatisfaction
Based on his findings, Herzberg proposed the existence of a dual continuum: the opposite of “satisfaction” is “no satisfaction,” and the opposite of “dissatisfaction” is “no dissatisfaction.”

15. Contemporary Theories of Motivation
Contemporary Motivation Theory
Contemporary Theories of Motivation
Three-Needs Theory
Equity Theory
The Job Characteristics Model
Expectancy Theory

16. The Theory of Needs Need for Achievement David Power McClelland
Contemporary Motivation Theory 1: David McClelland
The Theory
of Needs
David
McClelland
Need for
Achievement
(nAch)
Power
(nPow)
Affiliation
(nAff)
David McClelland asserts that there are three relevant motives or needs that motivate behavior in the workplace, which he believed are acquired from the culture of a society.:
The need for achievement (nAch) is the need to excel, to achieve in relation to a set of standards, to succeed.
The need for power (nPow) is the need to shape and control the behavior of others.
The need for affiliation (nAff) is the desire for interpersonal relationships.
The consistent findings in the areas
High achievement need people prefers job satisfaction with personal responsibilities,feedback and intermediate degree of risk.
High achievement need people are NOT necessarily good managers, especially in large organizarions.
High need for power
People can be trained to stimulate their achivement need
Some people have a compelling drive to succeed, but they strive for personal achievement, not for the rewards of success, per se (nAch). These high achievers seek situations in which they can take responsibility for solving problems, can receive rapid unambiguous feedback on performance, and can set moderately challenging goals.
Persons with a high need for power (nPow) desire to be influential, in charge, and seek competitive, status-oriented situations.
Those who have a high need for affiliation (nAff) want to be liked and accepted by others; so, they strive for friendships, cooperation, and high-trust situations.

17. Equity Theory Employees perceive what they get from
Contemporary Motivation Theory 2: J Stacey Adams
Equity Theory
Employees perceive
what they get from
a job situation (outcomes) in relation to
what they put into it (inputs) and
then compare their input-outcome ratio
with the input-outcome ratios of
relevant others.

18. Equity Theory Outputs typically include: Inputs typically include:
Contemporary Motivation Theory: J Stacey Adams
Equity Theory
Outputs typically include:
Financial rewards
Intangibles that include:
Recognition & Praise
Reputation
Responsibility
Sense of Achievement
Sense of Advancement
Job Security
Inputs typically include:
Effort
Loyalty & trust
Hard Work
Commitment
Skill
Ability
Tolerance
Support of
colleagues

19. Equity Theory Employee’s Ratio Comparison* Perception Outcomes A
Motivation Theory: J Stacey Adams
Equity Theory
Ratio
Comparison*
Employee’s
Perception
Outcomes A
Inputs A
Outcomes B
Inputs B
<
Inequity (Under-Rewarded) =
Equity
Equity theory seeks to find how the outcome of job influence motivation, and proposes that inequity creates tension, which then would cause an employee to seek fairness.
Workers compare their job inputs and outcomes with others. There are four referents that an employee can use:
(1) Self-inside: an employee’s experiences in a different position inside the organization.
(2) Self-outside: an employee’s experiences in a position outside of the organization.
(3) Other-inside: an employee’s perception of persons inside the organization.
(4) Other-outside: an employee’s perception of persons outside of the organization.
There are three possible perceptions: inequity due to being under-rewarded, equity, or inequity due to being over-rewarded.
Workers who perceive an inequity will react in one of the six following ways:
change inputs, change outcomes,
distort perceptions of self, distort perceptions of others
choose a different referent, or leave the field.
Two key properties of the theory: relative and conceived
>
Inequity (Over-Rewarded)
*Where A is the employee, and B is a relevant other or referent.

20. Equity Theory Referent
Motivation Theory: J Stacey Adams
Equity Theory
Referent
The other persons, the systems, or the personal experiences against which individuals compare themselves to assess equity.
The choice of a particular set of referents is related to the information available about referents as well as to the perceived relevance.

21. Inequity people’s choice
Motivation Theory: J Stacey Adams
Inequity people’s choice
When employees perceive an inequity they may:
Distort either their own or others’ inputs or outcomes.
Behave so as to induce others to change their inputs or outcomes.
Behave so as to change their own inputs or outcomes.
Choose a different comparison referent.
Quit their job.

22. The Job Characteristics Model
Contemporary Motivation Theory 3: J Richard Hackman
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
The Job
Characteristics
Model
The Job Characteristics Model (JCM) proposes that any job can be described in terms of the following five core job dimensions:
Skill variety. Does the job require workers to use different skills and abilities?
Task identity. Does the job require workers to complete identifiable pieces of work?
Task significance. Does the job have a significant impact on the lives or work of others?
Autonomy. Does the job allow workers substantial freedom, discretion, and independence?
Feedback. Does the job allow workers to obtain direct, clear performance information?
Richard Hackman and Greg Oldhan proposed the framework to analyze and design jobs in 1977.

23. Examples of High and Low Job Characteristics
Motivation Theory: Job Characteristic Model
Examples of High and Low Job Characteristics
Characteristics Examples
Skill Variety
High variety The owner-operator of a garage who does electrical repair, rebuilds engines,
does body work, and interacts with customers
Low variety A bodyshop worker who sprays paint eight hours a day
Task Identity
High identity A cabinetmaker who designs a piece of furniture, selects the wood, builds the object, and finishes it to perfection
Low identity A worker in a furniture factory who operates a lathe to make table legs
Task Significance
High significance Nursing the sick in a hospital intensive-care unit
Low significance Sweeping hospital floors
Autonomy
High autonomy A telephone installer who schedules his or her own work for the day, and decides on the best techniques for a particular installation
Low autonomy A telephone operator who must handle calls as they come according to a routine, highly specified procedure
Feedback
High feedback An electronics factory worker who assembles a radio and then tests it to
determine if it operates properly
Low feedback An electronics factory worker who assembles a radio and then routes it to a quality control inspector who tests and adjusts it
The figure above offers examples of job activities that rate high and low for each characteristic.

24. The Job Characteristics Model
Motivation Theory: Job Characteristic Model
The Job Characteristics Model
The first three dimensions--skill variety, task identity, and task significance--combine to create meaningful work.
The jobs that possess autonomy give the worker a feeling of personal responsibility for the results.
If a job provides feedback, the worker will know how well he or she is performing.
From the standpoint of motivation, the model tells that internal rewards are obtained by a worker when one learns (knowledge of results) that he or she personally (experienced responsibility) has done well on a task that he or she cares about (experienced meaningfulness). The more that these three elements are present, the greater will be the employee’s motivation, performance, and satisfaction.
The links between job dimensions and outcomes are moderated by the strength of the individual’s growth need: that is, by his or her desire for self-esteem and self-actualization. Therefore, those with high growth needs are more likely to experience the psychological states when their jobs are enriched than those with low growth need.
Research has shown the following:
The model is a usable framework for defining the core characteristics in a cross-section of jobs.
Workers whose jobs rate high on core job dimensions are generally more motivated, satisfied, and productive than workers whose jobs rate low.
Job dimensions influence personal and work outcome by operating through the critical psychological states rather than influencing outcomes directly.

25. An individual tends to act in a certain way, in the expectation that
Contemporary Motivation Theory 4: Victor Vroom
Expectancy Theory
An individual tends to act in
a certain way, in the expectation that
the act will be followed by given outcome, and according to the attractiveness
of that outcome.

26. Expectancy Theory Individual Effort Individual Performance
Contemporary Motivation theory: Victor Vroom
Expectancy Theory
Individual
Effort
Individual
Performance
Organizational
Rewards 1 2 3
3. Rewards - Personal Goals relationship
1. Effort - Performance relationship
2. Performance - Rewards relationship
Expectancy theory argues that an employee will be motivated to produce more when he or she believes that the effort will lead to a good performance appraisal; that a good appraisal will lead to organizational rewards; and that the rewards will satisfy the employee’s personal goals. This theory focuses on three relationships.
The effort-performance relationship is the probability perceived by the individual that exerting a given amount of effort will lead to performance.
The performance-rewards relationship is the degree to which an individual believes that performing at a particular level will lead to the attainment of a desired outcome.
The rewards-personal goals relationship is the degree to which the rewards of an organization satisfy an individual’s personal goals or needs and the attractiveness of those rewards.
Individual
Goals

27. Contemporary Motivation Issues
Other issues
Contemporary Motivation Issues
How to motivate a diverse workforce
How to Pay -- for performance or time
How to motivate minimum-wage workers
How to motivate professional and technical employees
How to use flexible work options

28. Motivate Diverse Workforce
Other issues 1: Diversity of workforce
Motivate
Diverse
Workforce
Recognize
people
have
different needs Be
aware of
cultural
differences
When motivating a diverse workforce, flexibility is the key. Employees have different needs and goals that they hope to satisfy through work. So, the rewards system must be flexible to meet their diverse needs.
Managers must also be sensitive to cultural differences. Managers cannot assume that motivation concepts are universally applicable, so they must adjust motivation techniques according to the culture.
Most of the theories of motivation were developed by psychologists who were studying American workers. For instance, theories based on self-interest that are applicable in cultures that value capitalism and individualism may be of questionable value in collectivist cultures.

29. The Key To Motivating A Diverse Workforce
Other issues: Diversity of workforce
The Key To Motivating A Diverse Workforce
Recognizing the different personal needs and goals of individuals
Providing a diversity of rewards to match the varied needs of employees
Being flexible in accommodating the cultural differences within a diverse workforce
Motivating a diverse workforce through flexibility:
Men desire more autonomy than do women.
Women desire learning opportunities, flexible work schedules, and good interpersonal relations.

30. Use Pay to Motivate Pay for Performance Pay for Time Pay for
Other issues 2: payment
Use Pay to Motivate
Pay for
Performance
Pay for
Time
Pay for
Competency
Before most people do anything, they look for a pay-off or reward. Therefore, managers must consider how pay can be used to motivate high levels of performance in the workplace.
Pay-for-performance programs are getting popular these days, such as profit sharing, lump sum bonuses, or wage incentive plans, piece rate plans, pay employees according to some performance measure. Such pay programs are compatible with expectancy theory because workers will perceive a strong relationship between their performance and their rewards.
Competency-based compensation program pays and rewards employees on the basis of their skills, knowledge, or behaviors.

31. Pay-for-performance programs
Other issues 2: payment
Pay-for-performance programs
pay employees on the basis of performance measures not directly related to time spent on the job

32. Motivate Minimum-wage Workers
Other issues 3: Minimum wage workers
Motivate Minimum-wage Workers
Money is important, but not the only reward that people seek
Other rewards can help motivating
Recognition program
Praise
Empowering
One of the toughest challenges a manager can face is motivating minimum-wage workers.
Money is important. But, managers should also use other rewards: for instance, employee recognition programs, praise, and employee empowerment to overcome one of most common misunderstandings.

33. Professional and Technical Employees
Other issues 4: Professional and technical
Tend to like
Challenges from jobs
May not be interested
in becoming managers
Professional and
Technical Employees
Loyal to their
profession rather
than their employers
Strong and long-term
commitment to
their field
Professional and technical employees are loyal to their fields of expertise, typically more so than to their employers. To stay current, they need to update their knowledge regularly.
They rarely define their workweek in terms of 9-to-5 and 5 days a week. They tend to be paid well and enjoy what they do; so money and promotions are low on their priority list.
They like challenging jobs and want others to think that what they are doing is important. Managers should give professional and technical employees new assignments and challenging projects. They should be given autonomy and rewarded with educational opportunities and recognition.
To motivate Professional and technical employees ……

34. Motivating Professionals & Technical Employees
Other issues 4: Professional and technical
Motivating Professionals & Technical Employees
Motivators
Job challenge
Organizational support of their work
New assignments
Autonomy
Training and educational opportunities
Recognition ……

35. Flexible Work Options Compressed Workweek Job Sharing Flextime
Other issues 5: Flexibility
Flexible Work Options
Compressed
Workweek
Job
Sharing
Flextime
Telecommuting
Flexible work options refers any other arrangement than 8 hours a day 5 days per week
A compressed workweek consists of four ten-hour days. This schedule allows employees time off to take care of personal business. But studies have shown that there are drawbacks: for instance, decrease in service to customers, decrease in productivity, and under-utilization of equipment.
A special type of part-time work, job sharing allows two or more individuals to split a traditional 40-hour-a-week job. Therefore, the organization can draw upon the talents of more than one person for a given job and acquire skilled workers who are only available part-time. However, it is hard to find compatible employees who can coordinate job responsibilities.
Flextime allows employees some discretion over when they arrive and leave work. While they still work a specified number of hours, workers can vary the hours within constraints. Flextime offers several benefits: improved employee motivation and recruitment of higher qualified, more diverse workers. But, flextime is not applicable to every job. It works best with clerical tasks that require minimal employee contact with persons outside of the organization.
No commute time, flexible hours, no dress code, and few interruptions are some of the benefits of telecommuting: employees working at home on a computer that is linked to their office. The long-term future of telecommuting depends on the answers to some questions. Will work-at-home employees be at a disadvantage in office politics? Will they be less likely to be considered for pay raises or promotions? Will non-work distractions reduce productivity?

36. Chapter Summary Motivation process Meaning of needs
Hierarchy of needs theory
Theory X vs. Theory Y
Motivation-hygiene theory

37. Chapter Summary Equity theory Expectancy theory
Jobs designs to maximize performance
Workforce diversity and motivation