Title: Motivating Employees
1Motivating Employees
2Employees will be motivated if
- They have a personality that predisposes them to
be motivated - Their expectations have been met
- The job and organization are consistent with
their values - The employees have been given achievable goals
- The employees receive feedback on their goal
attainment - The organization rewards them for achieving their
goals - The employees perceive they are being treated
fairly, and - Their coworkers demonstrate a high level of
motivation
3Is an Employee Predisposed to Being Motivated?
- Personality
- Conscientiousness
- Self-esteem
- Chronic
- Situational
- Socially influenced
- Need for achievement
- Intrinsic motivation
4Increasing Self-Esteem
- Self-esteem workshops
- Experience with success
- self-fulfilling prophecy
- trying new experiences and taking little steps
- Supervisor behavior
- Pygmalion effect
- Golem effect
5Need for Achievement
- McClelland (1961)
- Three needs
- Need for achievement
- Need for affiliation
- Need for power
6Employee Values and Expectations
- Have the employees expectations been met?
- Realistic job previews (RJPs)
- Job descriptions
- Have the employees needs, values and wants been
met? - Maslows Needs Hierarchy
- ERG Theory
- Two-factor Theory
7Maslows Need Hierarchy
Self-Actualization Needs
Ego Needs
Social Needs
Safety Needs
Basic Biological Needs
8ERG Theory
- Growth
- Relatedness
- Existence
9Two-Factor Theory
- Motivators
- Responsibility
- Growth
- Challenge
- Job control
- Hygiene factors
- Pay
- Benefits
- Coworkers
- Security
10Comparison of Needs Theories
Maslow ERG Two-Factor
Self-actualization Growth Motivators
Ego Growth Motivators
Social Relatedness Hygiene Factors
Safety Existence Hygiene Factors
Physical Existence Hygiene Factors
11Job Characteristics Theory
- Employees desire jobs that are
- Meaningful
- Allow autonomy
- Provide them with feedback
- Jobs will have motivating potential if they have
- Skill variety
- Task identification
- Task significance
12Job Characteristics and Work BehaviorFried and
Ferris (1987) meta-analysis
Job characteristic Correlation with Work Behavior Correlation with Work Behavior Correlation with Work Behavior
Job characteristic Satisfaction Performance Absenteeism
Skill variety .45 .09 -.24
Task identity .26 .13 -.15
Task significance .35 .14 .14
Autonomy .48 .18 -.29
Job feedback .43 .22 -.19
Motivating potential score .63 .22 -.32
13Setting Goals
- Specific
- Measurable
- Difficult but attainable
- Relevant
- Time bound
- Employee participation
http//www.youtube.com/watch?vqpmUYa1f_5Qfeature
youtu.be
14Providing Feedback
- Positive Feedback
- should be specific
- should be sincere
- should be timely
- Negative Feedback
- should be constructive
- concentrate on behaviors
- always give in private
- Self-Regulation Theory
15Going Hollywood
Office Space (DVD Segment 13)
16Going Hollywood
9 to 5 (DVD Segment 5 The Xerox Room)
17Let's Talk
What was wrong with the feedback in the video
clips?
18Rewarding Excellent Performance
- Timing of the reward
- Contingency of the reward
- Type of reward
http//www.youtube.com/watch?vA-ZlYBps1p0feature
related
19The Premack Principle
- Different things reinforce different people
- We can get people to engage in behaviors they
dont like (e.g., studying) by reinforcing them
with the opportunity to engage in behaviors they
like better (e.g., taking out the trash)
20Sample Reinforcement Hierarchy
Most Desired
- Money - Time off from work - Lunch time -
Working next to Wanda - Supervisor praise -
Running the press - Getting printing plates -
Throwing out oily rags - Typesetting - Cleaning
the press
Least Desired
21Financial Incentive Plans
- Individual Incentive Plans
- pay for performance
- merit pay
- Organizational Incentive Plans
- profit sharing
- gainsharing
- stock options
http//www.youtube.com/watch?vaRzkFCijjOQfeature
youtu.be
22- Variable Pay
- Individual (tenure, performance, skill and
knowledge) - Organizational (gainsharing, profit sharing,
stock options) - _______________________________________________
- Adjustments
- Location (COLAs)
- Shift
- ________________________________________________
- Base Pay
- Market value
- Job evaluation
- Benefits
23Punishing Poor Performance
24Let's Talk
What are the merits of rewarding good performance
versus punishing bad performance?
25Treating Employees FairlyEquity and Keeping
Promises
26Are Rewards And Resources Given Equitably?
- Equity Theory
- Components
- inputs
- outputs
- input/output ratio
- Possible Situations
- underpayment
- overpayment
- equal payment
27Equity Theory
- Underpayment
- Work less hard
- Become more selfish
- Lower job satisfaction
- Overpayment
- No guilt feelings
- Work harder
- Become more team oriented
28Expectancy Theory
- Expectancy
- Instrumentality
- Valence
29Motivation Level of Other EmployeesSocial
Learning
30Putting it all Together
Applied Case Study Taco Bueno Restaurants
31Let's Talk
Focus on Ethics Motivation Strategies
32What Do You Think?
- Although there were some legal ramifications for
what Hooters did, do you think what they did to
the waitress was also unethical? - Do you think that the waitresses were lied to? If
so, do you think lying to employees is unethical? - What do you think about the motivating strategy
of allowing employees to rip off the shirts of
other employees? Is humiliating employees ethical?
33What Do You Think?
- Is it ethical to promise money or other monetary
compensation to students for studying hard? What
if the losing students actually studied harder
then the winner, but the winner only did well
because he/she just happened to be brighter?
Would giving that student the money be fair to
the students who studied hard? - Does the fact that these motivation techniques
had the desired result by increasing sales or
decreasing the use of paper outweigh any negative
consequences of such motivators?