This document discusses employee motivation and performance. It begins by defining motivation as the set of forces that cause people to behave in certain ways. It then outlines several theories of motivation, including Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. The document also discusses process perspectives on motivation, such as expectancy theory, equity theory, and goal-setting theory. It concludes by describing popular motivational strategies used in workplaces like empowerment, participation, and various reward systems.

1. Slide content created by Joseph B. Mosca, Monmouth University.
Copyright © Houghton Mifflin Company. All rights reserved.
Managing
Employee
Motivation and
Performance
Presented by:
DR RHEA LOWELLA S. FISER,RPsy, RPm, CSIOP
16

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The Nature of Motivation
• If an employee chooses
to work hard one day,
and work just hard
enough to avoid
reprimand, or as little as
possible on another
day, what then is
“Motivation?”
– Motivation is the set of
forces that causes
people to behave in
certain ways.

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The Motivational Framework
Need or
deficiency
Search for ways
to satisfy needs
Choice of
behavior to
satisfy need
Determination of
future needs and
search/choice for
satisfaction
Evaluation of
need satisfaction

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The Importance of Motivation in the
Workplace
• What are the three
factors that
determine individual
performance?
– Motivation: The
desire to do the job.
– Ability: The capability
to do the job.
– Work environment:
The resources
needed to do the job.

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What Was the Traditional Approach?
• Economic gain was the
primary thing that
motivated employees.
• Money was more
important to employees
that the nature of the
job.
• Employees could be
expected to perform
any kind of job if they
were paid.

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What Is the Human Relations Approach?
• It emphasizes the role
of social processes in
the workplace.
• Employees want to feel
useful and important.
• Are these social needs
more important than
money?
–YES!

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Content Perspectives on Motivation
• Content perspectives are?
– Approaches to motivation that try to
answer the question, ”What factors in the
workplace motivate people?”
• Maslow’s hierarchy of needs is?
– Physiological  Security  Belongingness
Esteem  Self-actualization

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Figure 16.2: Maslow’s Hierarchy of Needs

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What Is the ERG Theory?
• Suggests that people’s needs are
grouped into three possibly overlapping
categories.
• What are they?
– Existence.
– Relatedness.
– Growth.

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What Is the Two-Factor Theory?
• Suggests that people’s satisfaction and
dissatisfaction are influenced by two
independent set of factors.
• Can you name them?
– Motivation factors.
– Hygiene factors.
• The following is a micro view of the
Two-Factor theory:

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Figure 16.3: The Two-Factor Theory of
Motivation

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Micro View of the Two-Factor Theory
• Motivation factors:
– Achievement
– Recognition
– The work itself
– Responsibility
– Advancement and
growth
• Hygiene factors:
– Supervisors
– Working conditions
– Interpersonal
relations
– Pay and security
– Company policies
and administration

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What Are the Individual Human Needs?
• Need for achievement:
– The desire to accomplish a goal or task
more effectively than in the past.
• Need for affiliation:
– The desire for human companionship and
acceptance.
• Need for power:
– The desire to be influential in a group and
to control one’s environment.

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Process Perspectives on Motivation Is?
• How does motivation
occur?
– Process perspectives:
• Approaches to motivation
that focus on why people
choose certain behavioral
options to satisfy their needs
and how they evaluate their
satisfaction after they have
attained these goals.

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What Is the Expectancy Theory?
• Suggests that
motivation depends
on two factors.
• What are the two
factors?
– How much we want
something.
– How likely we think
we are to get it.

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Figure 16.4: The Expectancy Model of
Motivation

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The Equity Theory
• What is it?
– Suggests that people are
motivated to seek social
equity in the rewards
they receive for
performance.
• Porter-Lawler Extension
theory:
– Suggests that if
performance results in
equitable rewards,
people will be more
satisfied. Thus,
performance can lead to
satisfaction.

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Goal-Setting Theory
• Goal difficulty:
– The extent to which
a goal is challenging
and requires effort.
• Goal specificity:
– The clarity and
precision of the goal.

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Figure 16.5: The Porter-Lawler Extension of
Expectancy Theory

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Figure 16.6: The Expanded Goal-Setting
Theory of Motivation

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Elements of Reinforcement Theory
• Arrangement of the
reinforcement
contingencies:
– Positive
reinforcement.
– Avoidance.
– Punishment.
– Extinction.
• Schedules for
applying
reinforcement:
– Fixed interval.
– Variable interval.
– Fixed ratio.
– Variable ratio.

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Popular Motivational Strategies
• Empowerment:
– The process of enabling workers to set
their own work goals, make decisions, and
solve problems within their sphere of
responsibility and authority.
• Participation:
– The process of giving employees a voice in
making decisions about their own work.

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New Forms of Working Arrangements
• Flexible work
schedules.
• Job sharing.
• Compressed work
schedules.
• Telecommuting.

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Reward Systems
• Reward system:
– The formal and informal
mechanism by which employee
performance is defined,
evaluated, and rewarded.
• Merit system:
– A reward system whereby people
get different pay raises at the end
of the year depending on their
overall job performance.
• Incentive system:
– A reward system whereby people
get different pay amounts at each
pay period in proportion to what
they do.

26. DR RHEA LOWELLA S. FISER, RPSY, RPm, CSIOP
09951100143
rheasantillan@live.com
Thank you