Motivation I: Needs, Job Design, Motivation I: Needs, Job Design, Intrinsic Motivation, and Intrinsic Motivation, and

SatisfactionSatisfaction

The Italian StallionsThe Italian Stallions

Motivation through NeedsMotivation through Needs

Motivation:Motivation:

““Psychological processes that Psychological processes that arouse and direct goal-directed arouse and direct goal-directed

behavior”behavior”

Needs:Needs:

““Physiological or psychological Physiological or psychological deficiencies that arouse deficiencies that arouse

behavior” behavior”

Job Performance Job Performance Model of MotivationModel of Motivation

Figure 6-1

Ability, Job knowledgeDispositions & Traits

Emotions, Moods, &AffectBeliefs & Values

Individual Inputs

Physical EnvironmentTask Design

Rewards & ReinforcementSupervisory Support &

CoachingSocial Norms

Organizational Culture

Job Context

Arousal Attention Intensity & & Direction Persistence

Motivational Processes

MotivatedBehaviors

Enable, Limit

Skills

Mitchell & Daniels, “Motivation” John Wiley & Sons, Inc, 2003, p. 226

Maslow’s and McClelland’s Maslow’s and McClelland’s Need Theories Need Theories

1. Achievement1. Achievement 2. Affiliation 3.Power2. Affiliation 3.PowerLarge OrganizationsLarge Organizations nPOW (high) nPOW (high)

nACH (mod) nACH (mod) nAFF (mod)nAFF (mod)

Entrepreneurial small Entrepreneurial small organizations or organizations or autonomous autonomous subsidiaries of large subsidiaries of large organizationsorganizations

nACH (high) nACH (high) nPOW (mod) nPOW (mod) nAFF (low)nAFF (low)

Approaches to Job Design Approaches to Job Design

MechanisticMechanistic Motivational Motivational

Job EnlargementJob Enlargement Job RotationJob Rotation Job EnrichmentJob Enrichment Job Characteristics ModelJob Characteristics Model

BiologicalBiological Perceptual-MotorPerceptual-Motor

Intrinsic Rewards Underlying Intrinsic Rewards Underlying Intrinsic Motivation Intrinsic Motivation

Intrinsic Motivation: Driven by positive feelings Intrinsic Motivation: Driven by positive feelings associated with doing well on a task or job.associated with doing well on a task or job.

Extrinsic Motivation: Motivation caused by the Extrinsic Motivation: Motivation caused by the desire to attain a specific outcomedesire to attain a specific outcome

Four Key Intrinsic Rewards (Kenneth Thomas):Four Key Intrinsic Rewards (Kenneth Thomas): Sense of Meaningfulness- The task purpose Sense of Meaningfulness- The task purpose

is important and meaningful.is important and meaningful. Sense of Choice- The ability to use Sense of Choice- The ability to use

judgment and freedom when completing judgment and freedom when completing tasks.tasks.

Sense of Competence- Feelings of Sense of Competence- Feelings of accomplishment associated with doing high-accomplishment associated with doing high-quality work.quality work.

Sense of Progress- Feeling that one is Sense of Progress- Feeling that one is accomplishing something important.accomplishing something important.

Job Satisfaction Job Satisfaction

Job SatisfactionJob Satisfaction Need FulfillmentNeed Fulfillment DiscrepanciesDiscrepancies Met ExpectationsMet Expectations EquityEquity Value AttainmentValue Attainment

Consequences of Job Consequences of Job Satisfaction Satisfaction

Variables Related Variables Related with Satisfactionwith Satisfaction

Direction of Direction of RelationshipRelationship

Strength of Strength of RelationshipRelationship

MotivationMotivation PositivePositive ModerateModerate

Job InvolvementJob Involvement PositivePositive ModerateModerate

Organizational Organizational Citizenship BehaviorCitizenship Behavior

PositivePositive ModerateModerate

Organizational Organizational CommitmentCommitment

PositivePositive StrongStrong

AbsenteeismAbsenteeism NegativeNegative WeakWeak

TurnoverTurnover NegativeNegative ModerateModerate

Perceived StressPerceived Stress NegativeNegative StrongStrong

Special case:Job Performance

Work–Family Relationships Work–Family Relationships

Spillover model hypothesisSpillover model hypothesis

describes the reciprocal relationship describes the reciprocal relationship between job and life satisfactionbetween job and life satisfaction

Compensation Effect Compensation Effect Segmentation Hypothesis Segmentation Hypothesis Spillover Model Spillover Model Work family conflictWork family conflict

THANK YOU FOR YOUR THANK YOU FOR YOUR MOTIVATED ATTENTION!MOTIVATED ATTENTION!