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Worker Motivation Scott Perkins
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Outline Motivation Theories of Motivation Measurements –MTQ –MMI –WMI Interventions
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Motivation The desire or reason responsible for behavior. –Determines intensity, direction, and quality of behavior. Based on desire/need, incentive/reward, and self-expectations and expectations from others. Extrinsic vs. Intrinsic Motivation
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Work and Motivation Performance –Performance = (Motivation x Ability) – Situational Constraints Work/Home Interaction –Both satisfaction at work and home influence motivation.
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Work and Motivation Attitudes –Feelings/beliefs directed toward tasks, ideas, individuals, etc. Personality –Judge & Ilies (2002) – Strong relationship between Big 5 personality measures and motivation.
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Theories of Motivation Field Theory/Group Dynamics –Various forces interacting to result in the outcome behavior. Reinforcement Theory –Stimulus, Response, & Reward (contingent, intermittent, or continuous).
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Theories of Motivation Maslow’s Hierarchy of Needs –Basic set of needs driving behavior.
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Theories of Motivation Dissonance Theory –Dissonant cognitions = tension. –Motivated to avoid dissonance. Path-Goal Theory –Having a goal in mind and believing in the path to the goal will result in the necessary “path” behavior to achieve that goal.
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Theories of Motivation V.I.E. –Valence: weighing importance of rewards/outcomes. –Instrumentality: performance that leads to the outcomes. –Expectancy: effort leads to performance.
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Theories of Motivation Equity Theory –Individuals compare themselves with peers in terms of an input/outcome ratio. Individuals aim to correct discrepancies between self and peers.
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Theories of Motivation Goal-Setting –Setting specific, difficult, attainable goals. –Objective vs. Subjective
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Measurements Motivational Trait Questionnaire (MTQ) –48 items measuring six dimensions of general motivation. Psychometrics –Test-retest.80 –Strong construct validity –Chronbach’s alpha >.85 for subscales.83 Overall
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Measures Meta-Motivation Inventory (MMI) –Used to assess personal and managerial development by comparing how individuals stand in relation to the normal population. Feedback on personal/managerial styles. –Major Scales: Determinism, Motivation to Achieve, Need to Control Others, & Concern for People.
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Measures MMI - Psychometrics –Test-retest: Major Scales range.84 -.87. –Strong concurrent validity. –Convergent validity correlated with 12 other established scales. –Distinguishes between levels of management, female managers vs. female non-managers, and top vs. bottom sales people.
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Measurements Work Motivation Inventory (WMI) –Evaluates importance placed on: Accomplishment, Recognition, Power, & Affiliation –Additional bias scale measuring - tendency to present oneself in a positive light. –65 likert-type items. –Psychometrics Internal consistencies (main four):.81 -.84 Test-retest:.59 -.80. Construct validity acceptable when cross-validated with MBTI scores.
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Interventions to Increase Motivation Contingent Rewards –Identifying target behaviors/goals and outlining rewards contingent upon target behaviors. Job Enrichment –Jobs that satisfy a higher need (Maslow) will motivate individuals. –Skill variety, task identity, significance, autonomy, feedback.
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Interventions to Increase Motivation ProMES – Productivity Measurement and Enhancement System –Maximize motivation to increase productivity. –Productivity – properly allocating resources to obtain goals. –System steps – Form a design team, identify objectives, identify indicators, define contingencies, design feedback system, give/respond to feedback, monitor.
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