Transcript Mason Carpenter, Talya Bauer, and Berrin Erdogan

Chapter 14
Motivating Employees
 Understand the role of
motivation in determining
employee performance
 Classify the basic needs
employees have
 Understand the three classes
of motivation theory
 Learn to use performance
appraisals in a motivational
way
 Learn to apply
organizational rewards in a
motivational way
 Develop your personal
motivation skills
Motivation in the P-O-L-C
Framework
Motivation is defined as “the intention of achieving a
goal, leading to goal-directed behavior.”
• Basic Motivation Elements;
● Major Motivation Theories
Class of Motivation Theories
Specific Theory (Creator)
Need - Content motivation theories
focus on identifying and
understanding employees’ needs
Hierarchy of needs theory (Maslow)
proposes that employees are motivated by
five levels of needs: physiological, safety,
social, esteem, and self-actualization.
ERG theory (Alderfer)
proposes that employees are motivated by
three needs: existence, relatedness, and
growth.
Two-factor theory (Herzberg)
proposes that employees are motivated by
motivators (higher-level needs) rather than by
maintenance factors (lower-level needs).
Acquired needs theory (McClelland)
proposes that employees are motivated by
their need for achievement, power, and
affiliation.
Maslow’s Hierarchy of Needs
ERG Theory
Clayton Alderfer
Two Factor Theory
Frederick Herzberg
Acquired Needs Theory
David McClelland
Need for
achievement
Need for
affiliation
Need for
power
● Major Motivation Theories (cont’d)
Class of Motivation Theories
Specific Theory (Creator)
Process motivation theories
focus on understanding how
employees choose behaviors
to fulfill the needs.
Equity theory (Adams)
proposes that employees will be motivated
when their perceived inputs equal outputs.
Goal-setting theory (Locke)
proposes that achievable but difficult goals
motivate employees.
Expectancy theory (Vroom)
proposes that employees are motivated
when they believe they can accomplish the
task and the rewards for doing so are worth
the effort.
Equity Theory (Adams)
Self
Outcomes
Inputs
Referent Other
=
Outcomes
Inputs
Potential responses to inequity
Expectancy Theory (Vroom)
Goal Setting Theory
Acclaimed as one of
the most influential
and practical
theories of
motivation
Studies indicate that
setting goals is
related to
performance
improvements
● Major Motivation Theories (cont’d)
Class of Motivation Theories
Reinforcement theory (Skinner)
proposes that the consequences
of behavior will motivate
employees to behave in
predetermined ways.
Specific Theory (Creator)
Types of reinforcement
Positive reinforcement
is offering attractive consequences
(rewards) for desirable performance to
encourage the continuation of that
behavior.
Negative reinforcement
is threatening to provide negative
consequences for poor performance to
encourage desirable behavior.
Punishment
is providing an undesirable consequence
(punishment) for an undesirable behavior
to prevent the behavior.
Extinction
is the withholding of reinforcement for a
particular behavior.
Reinforcement Methods
Reinforcement Schedules
Fixed
interval
schedules
Continuous
schedule
Fixed ratio
schedules
Variable
ratio
Scientific Management and Job Specialization
Frederick Taylor
What is it?
 Job Specialization - the
breaking down of tasks to
their simplest components
 Proposed to minimize waste
by identifying the best
method to perform the job
Negative Outcomes
Poor motivation
Boring and
repetitive
Increased
absenteeism
Ford panel assembly line in
Berlin, Germany
This is an
example of
specialization
Each person
on the line has
a different job
Drawbacks of Job Specialization
Although efficient in
terms of automation
and standardization,
from a motivational
perspective, these jobs
will be boring and
repetitive and
therefore associated
with negative
outcomes such as
absenteeism
Alternatives to Job Specialization
Job Rotation
Moving employees from job to job at
regular intervals
Relieves the monotony and boredom
typical in repetitive jobs
Job enlargement
Expands the tasks performed by employees to add more variety
Job enrichment
Gives workers more control over how they perform their own tasks
Job Characteristics Model
Setting SMART goals
Specific
Timely
Realistic
Measurable
Achievable
Why do SMART goals motivate?
Guidelines for Giving Feedback in a
Performance Appraisal Meeting
Before the meeting, ask the person to complete a self-appraisal
Plan for adequate time and a private area to talk
During the meeting, be sure to recognize effective performance through specific praise
Give employees
opportunities to talk
Show empathy and
support
Set goals and create an
action plan for the future
After the meeting, continue to give the employee periodic and frequent feedback
Follow through on the goals that were set