motivation. what is motivation? motivation is what drives us to get a job done. it is what is in us...
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Motivation
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What is Motivation?
• Motivation is what drives us to get a job done.
• It is what is in us that makes us want to work harder, or take it easier.
• Highly-motivated people work hard. Unmotivated people do not.
• We as managers want to MOTIVATE our employees.
• A highly motivated workforce is ESSENTIAL to getting good performance results.
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Motivation and Rewards
• Rewards are something of value to an employee. They are what motivate employees to put effort into their work. There are two types that managers have to think about.
• Extrinsic rewards and intrinsic rewards.
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Extrinsic Rewards
• Extrinsic Rewards come from other people in positions above the employee.
• What are some examples?
• -Pay bonuses
• -Promotions
• -Time off
• -Special assignments
• -Better office space
• -Awards
• -Verbal Praise
• -Recognition
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Intrinsic Rewards
• Intrinsic rewards come from within. They are a part of the job, but are not provided by the organization.
• We do not depend on other people’s actions for these rewards.
• Some examples are:
• -Feeling good about yourself
• -Personal development
• -Self-control.
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Common Rewards
• Stock Options
• -This also leads to dividends.
• Corporate Events
• -Golf
• -Team-building retreats
• Parties
• -Christmas
• -Barbecues
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Performance-Contingent Rewards
• Rewards have to be ties to performance. Managers have to be careful to respect diversity and individual differences.
• Managers:- need to know what people want from work, and- need to satisfy interests of both parties.
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Theories of Motivation
• Content theories of motivation are designed to help us understand human needs and what it is that motivates people.
• Process theories of motivation help us understand how people give meaning to rewards and then make decisions on behaviours.
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Hierarchy of Needs Theory
• This is one of the content theories of motivation.
• Lower-order needs are physiological, safety, and social needs.
• Higher-order needs are esteem and self-actualization needs.
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Hierarchy of Needs Theory
• Maslow wrote about two principles to describe how these needs affect human behaviour.
• The deficit principle says that a satisfied need is not a motivator of behaviour.
• The progression principle says that a need at a higher level is not activated until the next lower-level need is already satisfied.
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Hierarchy of Needs Theory
• Self-actualization needs -Creative/challenging work-Participation in decision making-Job flexibility and autonomy
• Esteem needs-Responsibility of an important job-Promotion to higher status job-Praise and recognition from boss
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Hierarchy of Needs Theory
• Social Needs-Friendly co-workers-Interaction with customers-Pleasant supervisor
• Safety needs-Safe conditions-Job security-Base compensation/benefits
• Physiological needs-Rest and refreshment breaks-Physical comfort on the job-Reasonable work hours
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ERG Theory
• This theory is very similar to Maslow’s.
• E – Existence Needs – Desire for physiological and material well-being.
• R – Relatedness Needs – Desire for satisfaction of interpersonal relationships
• G – Growth Needs – Desire for continued psychological growth and development.
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Two-Factor Theory
• Created by Frederick Herzberg. He questioned 4000 people about what “turned them on” and “turned them off” about work.
• He called the things that “turned on” the workers, satisfier factors.
• He called the things that “turned off” the workers, hygiene factors.
• Breaks all jobs down to two important factors. Job content and job context.
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Vancity