This document discusses theories and approaches for motivating employees. It covers content theories like Maslow's hierarchy of needs and ERG theory, as well as process theories including goal-setting theory, equity theory, and expectancy theory. The document also discusses job design, empowerment, and ways managers can give meaning to employees' work to increase motivation.

1. MANAGEMENT
RICHARD L. DAFT

2. Motivating Employees
CHAPTER 15

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Learning Outcomes
• Define motivation and explain the difference between current
approaches and traditional approaches to motivation.
• Identify and describe content theories of motivation based on
employee needs.
• Identify and explain process theories of motivation.
• Describe reinforcement theory and how it can be used to motivate
employees.
• Discuss major approaches to job design and how job design
influences motivation.
• Explain how empowerment heightens employee motivation.
• Describe ways that managers can create a sense of meaning and
importance for employees at work.

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Are You Engaged or
Disengaged?
• Employee Engagement
– Most people begin new jobs with energy and
enthusiasm
– Employees can lose their drive
• Motivated and engaged employees contribute to
organizational success
• But motivation is a challenge for managers….

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Concept of Motivation
Arousal, direction, and persistence of behavior
Employee motivation affects productivity.
A manager’s job is to channel motivation.

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Two Types of Rewards
Intrinsic rewards--satisfactions a person
receives in the process of performing a
particular action.
Extrinsic rewards--given by another person.

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A Simple Model
of Motivation
• Motivation can lead to behaviors that reflect high performance
within organizations.
• High employee motivation is related to high organizational
performance and profits.

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Content Perspectives
on Motivation
• Hierarchy of Needs Theory
• ERG Theory
• Two-Factor Theory
• Acquired Needs Theory
These theories emphasize the needs that motivate people.

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Maslow’s Hierarchy
of Needs
According to Maslow’s Theory, low-order needs take priority—they must
be satisfied before higher-order needs are activated.

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Maslow’s Hierarchy
of Needs
Once a need is satisfied, it declines in
importance and the next higher need is
activated
There are opportunities for fulfillment off
the job and on the job in each of the five
levels of needs

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ERG Theory
• ERG is a simplification of Maslow.
• Three categories of needs:
– Existence needs. The needs for physical
well-being.
– Relatedness needs. The needs for
satisfactory relationships with others.
– Growth needs. The needs that focus on the
development of human potential and the
desire for personal growth.

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Two-Factor
Motivation Theory

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• Memotivasi pegawai adalah seni.
• Setiap pegawai memiliki kebutuhan yang
berbeda (cara memotivasi yang berbeda)
• Motivasi yang paling mengena adalah
motivasi dari hati (human/communication
skill)
• Reward over punishment, wortel lalu
tongkat, commitment over sistem.
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Acquired Needs Theory
• Need for Achievement. desire to accomplish
something difficult, master complex tasks, and
surpass others.
• Need for Affiliation. desire to form close personal
relationships, avoid conflict, and establish warm
friendships.
• Need for Power. desire to influence or control
others.

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Process Perspectives
on Motivation
• Goal-Setting Theory
• Equity Theory
• Expectancy Theory
These theories explain how people select behavioral
actions to meet their needs.

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Goal-Setting
• Specific, challenging targets significantly
enhance people’s motivation and
performance.
• Managers can improve performance by
setting specific goals.
• Goal-setting theory requires:
– Specific Goals
– Difficult Goals
– Acceptance
– Feedback

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Equity Theory
Focuses on individuals’ perceptions
of how fairly they are treated
compared with others
Motivated to seek social equity in the
rewards they expect for performance

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Methods for Reducing
Perceived Inequities
• Change Work Efforts
• Change Outcomes
• Change Perceptions
• Leave the Job
Employees evaluate the perceived equity of their
rewards compared to others’.

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Expectancy Theory
Motivation depends on individuals’
expectations about their ability to
perform tasks and receive desired
rewards
Focuses on the thinking process
that individuals use to achieve
rewards
Based on the effort, performance,
and desirability of outcomes

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Major Elements of
Expectancy Theory
Valence – the value or attraction an individual has for an outcome

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Reinforcement Perspective
on Motivation

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Job Design for
Motivation
Job Design - application of motivational
theories to the structure of work

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Job Design for
Motivation
Job Simplification - improve task efficiency
by reducing the number of tasks
Job Rotation - moving employees from one
job to another to provide them with variety and
stimulation
Job Enlargement - combining a series of
tasks into one new, broader job to give
employees variety and challenge

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Job Design for
Motivation
Job Enrichment - incorporating
achievement, recognition, and other high-
level motivators into the work
Work redesign – altering jobs to increase
both the quality of employee’s work
experience and their productivity

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Job Characteristics
Model

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Innovative Ideas
for Motivating

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Empowering People
to Meet Higher Needs
 Information - Employees receive
information about company performance
 Knowledge - Employees have knowledge
and skills to contribute to company goals
 Power - Employees have the power to
make substantive decisions
 Rewards - Employees are rewarded based
on the company performance

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A Continuum of
Empowerment

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Giving Meaning to Work
Through Engagement
There is growing
recognition that it is
the behavior of
managers that makes
the biggest difference
in whether people feel
engaged at work.