Beyond Theory Z Pdf

2,299 views
2,155 views

Published on

I have discovered the principal components of "systemic motivation." This goes beyond theories X, Y, and Z and finally allows us to create models of worker motivational behavior.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
2,299
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
41
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Beyond Theory Z Pdf

  1. 1. Beyond Theory Z - Motivation in the Knowledge-Value Era by Joseph J. Haefner Engineering Management
  2. 2. Abstract Employee motivation in the emerging knowledge-value era is an extension of Maslow’s Theory Z. Recent research on motivation has identified theory Z factors affecting employee motivation and performance. The storyboard displays the result of replacing Theory X motivation techniques with Theory Z motivation techniques in a $10,000,000 Production throughput success.
  3. 3. Cost Penalty Annual Throughput Per Shift $14,000,000 $10,000,000 Lost $12,000,000 Loss $10,000,000 Loss $8,000,000 $6,000,000 $4,000,000 $2,000,000 $0 A B C Shift
  4. 4. Theory X Does Not Engage Leadership Environment Individual Positive Enabling Formulation Org. Values & Dynamics Self-efficacy Valued Work Task Significance Interest Alignment Prosocial Motivation Enlightened HR Policy Natural Work Units Trust Commitment Fact-based Management Intellectual Stimulation Autonomy Self-monitoring Quality Systems Regulatory Foci Shared Norms Agreeableness Consistency in Task Significance & Performance Participative Decision- Normative Intrinsic Positive Mood & Attitude High Perceived Utility Making Job Design Group Rewards Intrinsic Motivation High Task Interdependence Extrinsic Motivation Self-determination Task Simplicity Goal Setting Goal Regulation Low Formalization
  5. 5. Systemic Motivation • The basis for motivation is much more than Theory X (workers cannot be trusted), and Theory Y (workers can be empowered). • Motivation is a systemic phenomenon with elements in: – Leadership – Environment – Individual Psychology
  6. 6. Leadership • Enabling formulation • Task significance forming natural work units • Intellectual stimulation • Regulatory foci • Participative decision-making • Job design • Extrinsic motivation • Goal setting
  7. 7. Environment • Social interaction and normative values • Interest alignment • Trust. • Autonomy • Shared norms • Normative intrinsic motivation • Interaction of reward system and socialization regime
  8. 8. Individual Psychology • Self-efficacy • Prosocial motivation • Commitment. • Self-monitoring • Goal regulation • Agreeableness • Positive mood • Intrinsic motivation • Self-determination
  9. 9. Motivation Deterrence • Employer undervaluing work results. • Punitive focus. • “Impression” management, non-fact based. • Not using Total Quality Management practices. • Inconsistent relationship between task significance and job performance. • Perceived task utility is low. • Task interdependence is low. • Task complexity. • High task formalization
  10. 10. Low to High Motivational Saturation The improvement began with Enabling Management & Intellectual Stimulation e.g. technical skills. Non-Deterrent Non-Deterrent 1.00 1.00 0.80 0.60 0.50 0.40 0.20 0.00 Individual Leadership Individual Leadership 0.00 Environment Environment Interest alignment, and trust created the positive synergy to release other latent motivational behaviors.
  11. 11. Motivational Engagement Success Leadership Environment Individual Positive Enabling Formulation Social Interaction Self-efficacy Valued Work Task Significance Interest Alignment Prosocial Motivation Enlightened HR Policy Natural Work Units Trust Commitment Fact-based Management Intellectual Stimulation Autonomy Self-monitoring Quality Systems Regulatory Foci Shared Norms Agreeableness Consistency in Task Significance & Performance Participative Decision- Normative Intrinsic Positive Mood & Attitude High Perceived Utility Making Job Design Group Rewards Intrinsic Motivation High Task Interdependence Extrinsic Motivation Self-determination Task Simplicity Goal Setting Goal Regulation Low Formalization
  12. 12. Cost Benefit Motivation Over $10,000,000 Yield Improvement Bonus $14,000,000 $12,000,000 Loss $10,000,000 Recovery $8,000,000 $6,000,000 $4,000,000 $2,000,000 $0 A B C Shift C Employees Became Shift Self-Motivated And Broke Production Records Joseph.Haefner@Waldenu.edu

×