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Managing Employee Motivation and Performance
1.
Slide content created
by Joseph B. Mosca, Monmouth University. Copyright © Houghton Mifflin Company. All rights reserved. 16 Ready Notes Managing Employee Motivation and Performance For in-class note taking, choose Handouts or Notes Pages from the print options, with three slides per page.
2.
3.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 3 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.
4.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 4 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
5.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 5 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.
6.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 6 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.
7.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 7 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!
8.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 8 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
9.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 9 Figure 16.2: Maslow’s Hierarchy of Needs
10.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 10 What Is the ERG Theory? • Suggests that people’s needs are grouped into three possibly overlapping categories. • What are they? – Existence. – Relatedness. – Growth.
11.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 11 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:
12.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 12 Figure 16.3: The Two-Factor Theory of Motivation
13.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 13 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
14.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 14 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.
15.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 15 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.
16.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 16 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.
17.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 17 Figure 16.4: The Expectancy Model of Motivation
18.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 18 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.
19.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 19 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.
20.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 20 Figure 16.5: The Porter-Lawler Extension of Expectancy Theory
21.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 21 Figure 16.6: The Expanded Goal-Setting Theory of Motivation
22.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 22 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.
23.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 23
24.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 24 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.
25.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 25 New Forms of Working Arrangements • Flexible work schedules. • Job sharing. • Compressed work schedules. • Telecommuting.
26.
Copyright © Houghton
Mifflin Company. All rights reserved. 16 - 26 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.
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