chapter 16: motivating employees
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Chapter 16: Motivating Employees. Chapter Objectives. Define the motivation process Three early theories of motivation Maslow’s Hierarchy of Needs Theory X and Y Hertzberg’s Motivation-Hygiene Six Theories of Motivation Three Needs Theory Goal-Setting Theory Reinforcement Theory - PowerPoint PPT PresentationTRANSCRIPT
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Chapter 16: Motivating Employees
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Chapter Objectives• Define the motivation process• Three early theories of motivation
– Maslow’s Hierarchy of Needs– Theory X and Y– Hertzberg’s Motivation-Hygiene
• Six Theories of Motivation– Three Needs Theory– Goal-Setting Theory– Reinforcement Theory– Designing Motivating Jobs– Equity Theory– Expectancy Theory
• Current Issues in Motivating Employees
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The Motivation ProcessThe Motivation Process
Un-satisfied
needTension Drives Search
behaviorSatisfied
need
Reductionof
tension
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Individual and Organizational Goals…
• Should match!
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Self-Actualization
Esteem
Social
Safety
Physiological
Maslow’sHierarchyof Needs
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Dislike Work
Enjoy Work
Avoid Responsibility
Little Ambition
Theory XWorkers
Accept Responsibility
Self-Directed
Theory YWorkers
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Herzberg’s Motivation-Herzberg’s Motivation-HygieneHygiene
Motivators Hygiene Factors
Extremely satisfied Neutral Extremely dissatisfied
•Achievement•Recognition•Work itself•Responsibility•Advancement•Growth
•Supervision•Company policy•Relationship withsupervisor
•Working conditions•Salary•Relationship with peers•Personal life•Relationship withsubordinates
•Status•Security
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Contrasting Views of Contrasting Views of Satisfaction-Satisfaction-
DissatisfactionDissatisfactionSatisfaction Dissatisfaction
Traditional View
Herzberg’s View
Satisfaction No Satisfaction No Dissatisfaction Dissatisfaction
Motivators Hygiene Factors
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Current Theories of Motivation The Big Picture
Theory Difference in Levels of Motivation Due To:
Three Needs Theory Different needs
Goal-setting Theory How set goals
Reinforcement Theory Reinforcement received along the way
Job Characteristics Model How job is designed
Expectancy Theory Liklihood of achieving goal, and attractiveness of goal
Equity Theory Your level of effort compared to that of others
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The ThreeNeeds Theory
Affiliation(nAff)
Achievement(aAch) Power
(nPow)
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What Motivates You?1. I try very hard to improve on my past performance at work.2. I enjoy competition and winning.3. I often find myself talking to those around me about nonwork matters4. I enjoy a diffficult challenge5. I enjoy being in charge6. I want to be liked by others7. I want to know how I am progressing as I complete tasks8. I confront people who do things I disagree with9. I tend to build close relationships with co-workers10. I enjoy setting and achieving realistic goals11. I enjoy influencing other people to get my way12. I enjoy belonging to groups and organizations13. I enoy the satisfaction of completing a difficult task14. I often work to gain more control over the events around me15. I enjoy working with others more than working alone
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What Motivates Me? Results
• 1, 4, 7, 10, 13 – nAch• 2, 5, 8, 11, 14 – nPow• 3, 6, 9, 12, 15 - nAff
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Goal-Setting Theory
• Specific• Difficult but reachable• Two factors that influence:
– Goal commitment• Go public• Internal locus of control• Self-set
– Self-efficacy
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No RewardsBehavior
Rewards
Punishment
Reinforcement Theory
Behavior
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Designing Motivating Jobs
Number of Tasks
Frequency of Tasks
Employee Control
Feedback
JobEnrichment
Scope Depth
JobEnlargement
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Guidelines for Job Guidelines for Job RedesignRedesign
Establishing client relationships
Vertical loading
Opening feedback channels
Forming natural work units
Combining tasks
Suggested Action
Skill variety
Task identity
Task significance
Autonomy
Feedback
Core Job Dimensions
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Equity Theory
1) Compute your input/output ratio
2) Compare your ratio to others’ ratio
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Video Cases• Kingston Technologies• E&Y
1. Take notes as you watch the videos on what motivated the people interviewed.
2. What interested or struck you about the things that motivated people? Which do you resonate with?
3. Which motivation theories did you see evidence of?
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How to Motivate Martin? Martin is an advertising copywriter who works in the recorded music division of Mediaplex's
marketing department. Martin is a hard worker and his work performance has been very good. His most recent work project involves writing direct mail letters to current and potential customers regarding new music (both live and recorded) being marketed by Mediaplex. He also sends coupons for discounts on the new music along with the direct mail letters. Recently, however, he seems to have lost interest in his work. The number of letters and coupons he mails out in a week is falling.
As manager of the recorded music marketing division, you have dealt with other instances of declining employee work productivity by using different incentives to motivate employees such as time off, verbal recognition, flexible hours, and free entertainment passes to Mediaplex events. You try these with Martin, but he does not respond. His work productivity continues to be below expectations. Following Mediaplex policy, you also have kept written documentation of your actions to improve this situation. What would you do next? (Keep in mind the culture of Mediaplex and remember that the marketing department is one of the most aggressive and flexible units in the company).
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Expectancy Theory
1) How hard do I have to work?
2) What are the chances of reaching the goal?
3) How attractive is the goal?
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Workforce Diversity
Pay-for-Performance
Open-Book Management
Employee Stock Ownership
The New Workforce
CurrentMotivational
Issues