Chapter 12: Motivation

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Chapter 12Motivation
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Learning Objectives
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• Define motivation and explain the difference
  between current approaches and traditional
  approaches to motivation.
• Identify and describe content theories of
  motivation based on employee needs.
• Identify and explain process theories of
  motivation.
• Describe reinforcement theory and how it can be
  used to motivate employees.
• Discuss major approaches to job design and how
  job design influences motivation.
• Explain how empowerment heightens employee
  motivation.
• Describe ways that managers can create a sense of
  meaning and importance for employees at work.

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Motivation is a Challenge
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• Motivated and enthusiastic employees drive
  success
• The challenge is to keep employee motivation
  consistent with organizational goals

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Motivation
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• Arousal, direction, and persistence of behavior
• Employee motivation affects productivity
• Managers must channel motivation

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Two Types of Rewards
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• Intrinsic rewards - satisfactions a person
  receives in the process of performing a
  particular action.
• Extrinsic rewards - given by another person.

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A Simple Model of Motivation
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Exhibit 12.1
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Foundations of Motivation
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• Content theories
• Process theories
• Reinforcement theories

Contemporary

• The whole person
• Employees are complex and motivated by many
  factors

Human Resources

• Noneconomic rewards
• Workers studied as social people

Human Relations

• Systematic analysis of an employees job
• Economic rewards for high performance

Traditional
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Content Perspectives of Motivation
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• Hierarchy of Needs Theory
• ERG Theory
• Two-Factor Theory
• Acquired Needs Theory

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Maslows Hierarchy of Needs
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Exhibit 12.2
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ERG Theory
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Growth Needs human potential, personal growth,
and increased competence
Relatedness Needs the need for satisfactory
relationships with others
Existence Needs the needs for physical well-being
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Two Factor Motivation Theory
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Exhibit 12.4
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Acquired Needs Theory
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• Need for Achievement - desire to accomplish
  something difficult, master complex tasks, and
  surpass others
• Need for Affiliation - desire to form close
  personal relationships, avoid conflict, and
  establish warm friendships
• Need for Power - desire to influence or control
  others

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Process Theories of Motivation
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• Equity Theory
• Expectancy Theory
• Goal Setting Theory

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Equity Theory
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• Individuals perceptions of fairness
• Motivated to seek social equity in rewards

• Reducing Perceived Inequity
• Change inputs
• Change outcomes
• Distort perceptions
• Leave the job

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Expectancy Theory
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Exhibit 12.5
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Goal Setting Theory
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• Challenging goals increase motivation and
  performance
• Goals are accepted by subordinates
• Subordinates receive feedback to indicate their
  progress toward goal achievement

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Reinforcement Perspective on Motivation
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Exhibit 12.6
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Schedules of Reinforcement
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Continuous Reinforcement
Partial Reinforcement
Fixed-Interval Schedule
Fixed-Ratio Schedule
Variable-Interval Schedule
Variable-Ratio Schedule
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Job Design for Motivation
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• Job design - application of motivational theories
  to the structure of work
• Job simplification - job design whose purpose is
  to improve task efficiency
• Job Rotation - rotate employees to provide
  stimulation
• Job Enlargement - combination of tasks into
  broader job to increase challenge
• Job Enrichment - incorporating achievement and
  recognition into jobs

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Job Characteristics Model
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Exhibit 12.9
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Innovative Ideas for Motivating
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• Pay for Performance
• Gain Sharing
• Employee stock Ownership
• Lump-sum Bonuses
• Flexible Work Schedule
• Team-based Compensation
• Lifestyle Awards

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Empowering People to Meet Higher Needs
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• Information Employees receive company
  information
• Knowledge - Employees need knowledge and skills
  to contribute
• Power - Employees have the power to make
  substantive decisions
• Rewards - Employees are rewarded based on the
  company performance

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A Continuum of Empowerment
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Exhibit 12.10
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Giving Meaning to Work
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• To meet higher-level motivational needs and help
  people get intrinsic rewards from their work is
  to instill a sense of importance and
  meaningfulness