management richard l. daft. motivating employees chapter 17

MANAGEMENT

RICHARD L. DAFT

Motivating Employees

CHAPTER 17

Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved.

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Learning Outcomes

• 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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Are You Engaged or Disengaged?

• Employee Engagement

– Most people begin new jobs with energy and enthusiasm

– Employees can lose their drive

• Motivated and engaged employees contribute to organizational success

• But motivation is a challenge for managers….


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Concept of Motivation

Arousal, direction, and persistence of behavior

Employee motivation affects productivity.

A manager’s job is to channel motivation.


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Two Types of Rewards

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

• Motivation can lead to behaviors that reflect high performance within organizations.

• High employee motivation is related to high organizational performance and profits.


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Content Perspectives on

Motivation

• Hierarchy of Needs Theory

• ERG Theory

• Two-Factor Theory

• Acquired Needs Theory

These theories emphasize the needs that motivate people.


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Maslow’s Hierarchy of Needs

According to Maslow’s Theory, low-order needs take priority—they must be satisfied before higher-order needs are activated.


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Maslow’s Hierarchy of Needs

Once a need is satisfied, it declines in importance and the next higher need is activated

There are opportunities for fulfillment off the job and on the job in each of the five levels of needs


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ERG Theory

• ERG is a simplification of Maslow.

• Three categories of needs:– Existence needs. The needs for physical

well-being.– Relatedness needs. The needs for

satisfactory relationships with others.– Growth needs. The needs that focus on the

development of human potential and the desire for personal growth.


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Two-Factor Motivation Theory


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Acquired Needs Theory

• 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 Perspectives on

Motivation

• Goal-Setting Theory

• Equity Theory

• Expectancy Theory

These theories explain how people select behavioral actions to meet their needs.


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Goal-Setting

• Specific, challenging targets significantly enhance people’s motivation and performance.

• Managers can improve performance by setting specific goals.

• Goal-setting theory requires:– Specific Goals– Difficult Goals– Acceptance– Feedback


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Equity Theory

Focuses on individuals’ perceptions of how fairly they are treated compared with others

Motivated to seek social equity in the rewards they expect for performance


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Methods for Reducing Perceived Inequities

• Change Work Efforts

• Change Outcomes

• Change Perceptions

• Leave the Job

Employees evaluate the perceived equity of their rewards compared to others’.


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Expectancy Theory

Motivation depends on individuals’ expectations about their ability to perform tasks and receive desired rewards

Focuses on the thinking process that individuals use to achieve rewards

Based on the effort, performance, and desirability of outcomes


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Major Elements of Expectancy Theory

Valence – the value or attraction an individual has for an outcome


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Reinforcement Perspective on Motivation


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Job Design for Motivation

Job Design - application of motivational theories to the structure of work


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Job Simplification - improve task efficiency by reducing the number of tasks

Job Rotation - moving employees from one job to another to provide them with variety and stimulation

Job Enlargement - combining a series of tasks into one new, broader job to give employees variety and challenge


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Job Enrichment - incorporating achievement, recognition, and other high-level motivators into the work

Work redesign – altering jobs to increase both the quality of employee’s work experience and their productivity


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Job Characteristics Model


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Innovative Ideas for Motivating


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Empowering People to Meet Higher Needs

Information - Employees receive information about company performance

Knowledge - Employees have knowledge and skills to contribute to company goals

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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Giving Meaning to Work Through Engagement

There is growing recognition that it is

the behavior of managers that makes the biggest difference in whether people feel

engaged at work.

management richard l. daft. motivating employees chapter 17

Documents

employee needs

growth needs

categories of needs

relatedness needs

existence needs

needs theorythese theories

peoples motivation

high employee motivation