Document 7908138
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Motivating:
Self
&
Others
Outline:
Defining Motivation and its
characteristics.
Theory X,Y type people
Extrinsic vs. Intrinsic motivators
Need theories of motivation
Process theories of motivation
Kohn’s motivating environment
What is Motivation?
Intensity
Direction
Persistence
Theory X
Negative attitude
Employees dislike work ~ Avoidance
Employees must be coerced, controlled
and threatened with punishment to
achieve goals.
Theory Y
Positive Attitude
Employees will exercise self-direction,
self-control, creativity and responsibility if
committed to objectives.
Extrinsic Motivators
Outside the person
Pay bonuses/tangible rewards
Intrinsic Motivators
Internal desires
Interest, challenge , personal desire
Cognitive Evaluation Theory
Allocating Extrinsic rewards for behavior
previously intrinsically rewarded thus
DECREASING overall motivation.
Skill-Based Pay
Paying employees
based on the
number of skills
they posses.
Motivating Professionals
Provide them with challenging projects
Provide autonomy to follow interests &
self-assigning procedures to work
Reward them with educational
opportunities
Reward them with recognition
Motivating: for Productivity
Variable-pay
programs
Piece-rate plans
Bonuses
Gain-Sharing
Profit-Sharing
Stock options/ESOP
Need & Process Theories
Needs Theories :
1. Maslow’s Hierarchy
of needs
2. Motivation-Hygiene
Theory
3. Alderfer’s ERG
Theory
4. McClelland’s Theory
of needs
Process Theories:
1. Expectancy
Theory
2. Goal-Setting
Theory
3. Management by
Objectives
Maslow’s Theory
Hierarchy of 5 needs :
1. Physiological
2. Safety
3. Social
4. Esteem
5. Self Actualization
Maslow’s Theory (Contd.)
Maslow’s Hierarchy of Needs
Motivation-Hygiene Theory
Developed by Frederick Herzberg who
asked the question:
“What do people want from their jobs?”
Motivation-Hygiene Theory (Contd.)
Alderfer’s E.R.G: Existence Related
Growth Theory
Existence: refers to our concern with
basic material existence requirements
Relatedness: Refers to the desire we
have for maintaining relationships
Growth: Refers to an intrinsic desire for
personal development
Alderfer’s E.R.G: Existence Related Growth
Theory (Contd.)
Growth
Self-Actualization
External Esteem Needs
Relatedness
Internal Esteem Needs
Social Needs
Existence
Safety Needs
Psychological Needs
McClelland’s Three Needs
Theory (APA)
Need for Achievement
Need for Power
Need for Affiliation
Summarizing Needs Theories
Maslow: Hierarchy Pyramid
Herzberg: Hygiene – Motivation
Alderfer: Existence Relatedness Growth
Pyramid (AlderfERG)
McClelland: Three needs theory (APA)
Process Theories of Motivation
Are theories that
establish how to
motivate others
And include :
1. Expectancy
Theory
2. Goal-setting
Theory
3. Equity Theory
4. Fair Process
Theory
Expectancy Theory
By Victor Viroom
Is the most widely accepted explanation
of Motivation
Expectancy
Instrumentality
Valence
Goal-Setting Theory
States that specific and difficult goals
lead to higher performance
Management by Objectives
Is setting goals within a fixed time period
& with feedback on progress
Is a way to implement the Goal-Setting
Theory
Management by Objectives
(Contd.) MUSTS:
Specific Goals
Participative Decision Making
Specific time period
Performance Feedback
Equity Theory
Individuals compare their job input and
output with others and attempt to
eliminate inequities.
Equity Theory (Contd.)
Equity Theory
Equity
Views
Viewing
Self
Self-Inside
Self-Outside
Viewing
Others
Others-Inside
Others-Outside
The 4 factors affecting the outcome
of the Equity Theory (Contd.)
1.
2.
3.
Gender
Tenure
Level in Organization & Education
The Effect of feeling inequitable using the
Equity Theory (Contd.)
Change in inputs
Change in outcomes
Adjusting self-perception
Adjusting Perception of others
Choosing a different referent
Leaving the field (Quit)
Research Findings on the Equity Theory
70
Time Rate: Overrewarded people
produce more
Piece Rate: Overrewarded people
produce less but
with higher-quality
60
50
40
Quality
Quantity
30
20
10
Piece
Rate
Time Rate
0
Research Findings on the Equity
Theory (Contd.)
35
Time Rate: Underrewarded people
produce less or
lower quality
Piece-Rate: Underrewarded people
produce more
lower quality
products
30
25
20
Quality
Quantity
15
10
5
Piece
Rate
Time
Rate
0
Fair-Process Theory
Focuses on 3 Justices:Distributive
Justice
Procedural
Justice
Interactional
Justice
Perceived fairness Perceived fairness
Quality of
of allocated
of process used to interpersonal of
rewards
distribute rewards treatment received
from others
Kohn’s Motivating Environment
•
•
•
•
•
•
Abolish Incentives
Re-Evaluate evaluations
Create authentic motivation
Collaboration
Content
Choice
Related Internet Sources
Alderfer:
<www.envisionsoftware.com/Articles/ER
G_Theory.html>
McClelland:
<www.netmba.com/mgmt/ob/motivatio
n/mcclelland>
Motivation test:
<www.testcafe.com/mot/mot.html>