Motivation

Sources

MOTIVATION Learning unit 2 in handbooks

Pages 335 ~347 in Textbook

Notes

MOTIVATION

Learning unit 2 outcomes You should be able to:

1. Explain the concept of motivation

2. Understand and apply content theories Maslow, Herzberg, McClelland, Hackman& Oldham

3. Understand & apply process theories Vroom, Porter and lawler

4. Understand Lockes goal setting model

5. Discuss money as a “motivator”

Motivation

Employees who voluntarily & enthusiastically do more than that is required are motivated

People are not motivated by the same “STUFF”

The leaders challenge is to find what makes people tick!

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*Motivation Motivation is described as Intentional and directional;

INTENTIONAL

Refers to personal choice & persistence of action

DIRECTIONAL

Presence of a driving force, aimed at achieving a goal

Motivation definition

“is the willingness to exert high levels of effort

toward achieving organizational goals,

conditioned by the efforts and the

probability of satisfying personal needs”

Motivation exerciseIn your four groups

Interview your = oldest, ( ) youngest

Consider his/her personality style, status in life etc

What would you change in the persons current job situation to energize (motivate) them?

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Exercise Which theories did you instinctively apply in

the first exercise?

Motivation theories

1. Maslow’s needs hierarchy

2. Herzberg two factor theory

3. McClelland’s achievement theory

4. Hackman & Oldham job characteristics theory

5. Vroom’s expectancy theory

6. Porter & Lawler expectancy theory

7. Lockes goal setting model

Maslow *Herzberg

Physiological

Safety

Social

Ego

SA

Hygiene factors•Working conditions•Relationships•Tools•Supervision

Motivating factors•Recognition•Achievement•Responsibility•Learning & development

*

Mclellands Achievement theory

Identifies that people could have a need for:

Need for affiliation (People driven)

Need for power (exerting influence over people)

Need for achievement (Winning)

Theory is based on belief that needs could be learnt.

*Hackman & Oldham – Job characteristics model

Core jobdimensions

Psychological factors

Outcomes

•Skill variety•Task identity•Significance

Meaningfulness of work

•Feedback

•Autonomy Responsibility of results

Knowledge of work effort

Intrinsic work motivation

Quality performance

Job satisfaction

Exercise If I were to promise you a fully paid trip to

Ushaka Marine World.

If you received 80% in the exam

How much effort will you put into your studies?

Exercise ~ How much effort? A fully paid trip for 4 ~ family or mates:

Any music show event in the world

Travel destination of your choice

Sporting event of your choice

Visit the Chelsea flower show

Expectancy theories Individual will deliver more effort in the

attainment of an organizational goal if:

Their effort - result in goal achievement (Expectancy)Goal achievement – result in personal goal

(Instrumentality)

The more attractive the personal goal (Valence)

the greater the effort *

Vroom’s key concepts VALENCE: How attractive the final outcome is to

the individual

EXPECTANCY: Is the belief that a certain amount of effort will result in the desired performance

INSTUMENTALITY: The perception that the performance will lead to the final outcome or reward

Vroom’s expectancy model

EFFORT PERFORMANCE1st level

OUTCOME2nd level

SATISFACTION

=

Expectancy ofEffort = org goal

Value of the Personal goal *

Porter & Lawler’s expectancy model

EFFORTACTUALRESULTS

SATISFACTION

REWARDS

Value of reward

Effort – rewardprobability

Role perception

Abilities

Equitable rewards

Intrinsic & Extrinsicrewards

*Managers can enhance effort – performance expectations, by

Helping gain their performance goals, Determine what rewards they value Link rewards to performance Train and guide employees Make person responsible Provide equitable rewards Create a positive climate

Edwin Locke’s goal setting model

Objectives and goals provide us with direction and purpose

People are aware that they are adding value and their efforts are recognized

*Goal setting motivates

Goal setting impacts behaviour1. Directs attention to what is important

2. Prompts us into action

3. Increases our persistence

4. Directs strategies & action

Is money a motivator?