Content versus Process Theories

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Content versus Process Theories

• Content Theories
• Focus on motivational state of the individual
• Maslows hierarchy
• Alderfers ERG Theory
• Tend to be descriptive rather than predictive
• Hard to measure little validity

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The Two-Factor Theory of Motivation
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Process Theories
1. What does a company want from employees?
Excellent Performance Achieve Division Goals and
Objectives Contribute to Organizational Goals and
Objectives
Motivation is measured as the amount of effort
people are willing to put into a task (or set of
tasks) or to achieve a prescribed goal.
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Motivation Made Simple
2. What do Managers Want from an Employee?
Maximum Effort
Excellent Performance
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Motivation Made Simple
3. How Can Managers Get What They Want?
Maximum Effort
Excellent Performance
Rewards
a. Reward Excellent performance
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Motivation Made Simple
3. How Can Managers Get What They Want?
b. Make the Job Meaningful to the Employee
Maximum Effort
Excellent Performance
Excellent Performance
a. Reward Excellent performance
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Motivation Made Simple
3. How Can Managers Get What They Want?
b. Make the Job Meaningful to the Employee
Maximum Effort
Excellent Performance
Rewards
a. Reward Excellent performance
c. Hire Highly Self-Motivated People
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Motivation Made Simple
3. How Can Managers Get What They Want?
b. Make the Job Meaningful to the Employee
Maximum Effort
Excellent Performance
Rewards
d. Make the job challenging
a. Reward Excellent performance
c. Hire Highly Self-Motivated People
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Motivation Made Simple
3. How Can Managers Get What They Want?
b. Make the Job Meaningful to the Employee
Maximum Effort
Excellent Performance
Rewards
d. Make the job challenging
a. Reward Excellent performance
e. Make rewards competitive
c. Hire Highly Self-Motivated People
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Motivation Made Simple
3. How Can Managers Get What They Want?
b. Make the Job Meaningful to the Employee
Maximum Effort
Excellent Performance
Rewards
d. Make the job challenging
a. Reward Excellent performance
e. Make rewards competitive
c. Hire Highly Self-Motivated People
f. Develop Empowered Employees
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Managing and Motivation

• Management is about SYSTEMS that can be
  replicated in other situations and administered
  by skilled professionals
• Motivation is a process that can be managed,
  replicated, and measured for success
• The key to success is found in the Serenity
  Prayer God Grant Me the Serenity to
• Accept the things I cannot Change
• Change the things I can and should be changed,
  and
• Wisdom to know the difference
• The managers paraphrase God Grant Me the
  Serenity to
• Deal with those things I cant control
• Identify those things I can change
• Develop the skills and resources to change those
  things in a way that works.

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Managing and Motivation

• A. Some Things I Cannot Change
• Budgets
• Executive leadership
• Customers/Clients
• Employees
• B. Things I Can Change
• The perception of rewards (both monetary and
  non-monetary)
• The design of a persons job
• How well employees fit their job (both existing
  and future)
• Challenge (Goal Setting)
• Equity Perceptions
• Employee Perceptions of Empowerment

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Reward Excellent Performance

• Design a Compensation/Benefit Plan that employees
  find attractive (or at least satisficing).
• Create a diverse set of non-monetary rewards that
  appeals to the widest number of employees
• Attach rewards to desired performance levels
• Monitor employee satisfaction with both monetary
  and non-monetary rewards.
• Do your employees find the compensation adequate?
• Do your employees find the non-monetary rewards
  adequate?
• E. Research Similar Jobs at Private Companies
  and/or other public institutions
• Survey employees periodically
• USE THE RESULTS!!!!

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Job Design

• Analyze Jobs to discover
• the extent to which occupants find them
  meaninful,
• The extent to which jobholders experience
  ownership,
• The amount of feedback employees get on a
  consistent basis regarding final results

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Understand Your Employees
Know Who They Are
Personality
Learning Style
Life Situation
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Challenging Through Goal Setting
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Competition and Fairness

• Creating a Competitive Environment
• Do Employees enjoy a healthy sense of
  competition?
• Do employees appreciate performance based
  rewards?
• Do Employees appreciate recognition (e.g.
  employee of the month) that has little or no
  financial component?
• Are your employees sufficiently similar to allow
  for a level playing field?
• Manage Equity Perceptions
• Determine who they compare themselves to
• Compare the relationship between
  effort/performance and rewards for different
  employees
• Identify (and correct) areas of perceived inequity

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Are Your Employees Empowered?
Empowerment is a Cognitive state, not a
management practice
Stage 1
Stage 3
Stage 2
Stage 5
Stage 4
Sources of Self-Efficacy Information Success!!! V
icarious Experience Verbal Persuasion Emotional
Arousal
Conditions Leading to experience of
powerlessness Organizational Factors Supervision
Reward Systems Nature of Job
Strategies Techniques Goal Setting Appraisal
System Modeling Performance based Rewards Job
Enrichment
Empowering Experience Increased Sense Of
Self-Efficacy
Behavioral Effects Initiation Persistence
Five Stages in the Empowerment Process
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The Experience of Powerlessness
Job Performance Department Goals and
Objectives MCS Goals
In an Ideal World.
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The Experience of Powerlessness
Budgets
Re-Org!
Effort
Job Performance Department Goals and
Objectives MCS Goals
Empowerment
Politics
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The Experience of Powerlessness
Resistance rather than Effort
Effort
Job Performance Department Goals and
Objectives MCS Goals
Empowerment
Obstacles
Decreased confidence in self and organization
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The Experience of Powerlessness
Resistance rather than Effort
Effort
Empowerment
Obstacles
Decreased confidence in self and organization
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The Experience of Powerlessness
Resistance rather than Effort
Effort
Empowerment
Obstacles
Decreased confidence in self and organization
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The Experience of Powerlessness
Resistance
Poor Job Performance Failure to Achieve
Departmental and MCS Goals and OBjectives
Powerlessness
Obstacles
Isolation and Competition
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Stage 2 Building a Base
Motivation as a System is the starting point for
empowering employees
Stage 1
Stage 3
Stage 2
Stage 5
Stage 4
Sources of Self-Efficacy Information Success!!! V
icarious Experience Verbal Persuasion Emotional
Arousal
Conditions Leading to experience of
powerlessness Organizational Factors Supervision
Reward Systems Nature of Job
Strategies Techniques Goal Setting Appraisal
System Modeling Performance based Rewards Job
Enrichment
Empowering Experience Increased Sense Of
Self-Efficacy
Behavioral Effects Initiation Persistence
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The Experience of Empowerment
Motivation as a System is the starting point for
empowering employees
Stage 1
Stage 3
Stage 2
Stage 5
Stage 4
Sources of Self-Efficacy Information Success!!! V
icarious Experience Verbal Persuasion Emotional
Arousal
Conditions Leading to experience of
powerlessness Organizational Factors Supervision
Reward Systems Nature of Job
Strategies Techniques Goal Setting Appraisal
System Modeling Performance based Rewards Job
Enrichment
Empowering Experience Increased Sense Of
Self-Efficacy
Behavioral Effects Initiation Persistence
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Psychological Empowerment
Competence
Perceived Control
Empowerment
Resources
Meaning
Impact
Valued