adeyl khan, faculty, bba, nsu motivation concept
TRANSCRIPT
Adeyl Khan, Faculty, BBA, NSU
Chapter 6Motivation Concept
Adeyl Khan, Faculty, BBA, NSU2
Mr. Gardener
•1982- homeless w/a baby•Found Stockbroker!•Investment Banking•1992- Own firm
Adeyl Khan, Faculty, BBA, NSU
MotivationThe processes that account for an
individual’s intensity (How Hard) , direction (What Goal), and persistence (How Long) of effort toward attaining a goal
Direction
PersistenceIntensity
Result of
• Interaction• Individu
al• Situation
Mr. Gardener
Focus: Org. Goals
Effort• Direction• Quality
Terrorists
Adeyl Khan, Faculty, BBA, NSU
Employee MotivationTheories and Explanation
4
Early Theories
•Hierarchy of Needs•Theory X and theory Y•Two-factor theory•Theory of Needs
Contemporary theories•Cognitive Evaluation•Goal Setting•Self Efficacy•Reinforcement•Efficacy•Expectancy
Who do you love? Intuition Vs. Science
Adeyl Khan, Faculty, BBA, NSU
Hierarchy of Needs- MaslowThere is a hierarchy of five needs—
as each need is substantially satisfied, the next need becomes dominant.
Individuals must move up the hierarchy in order
Physiological
Safety
Social
Esteem
Self-actualization
Lower-Order NeedsSatisfied externally- (Pay)
Higher-Order NeedsNeeds that are satisfied internally (perception);
Adeyl Khan, Faculty, BBA, NSU
Hierarchy of Needs Theory (Maslow)
Logical Theory
Limited Evidence
Terminology
Substantial Satisfaction
Satisfaction Vs. Motivation
Current Level
Application: A rickshaw puller may not be motivated to meditate!
Adeyl Khan, Faculty, BBA, NSU7
Theory X & Theory Y (Managers’ Perspective)
Workers are (X)
•Having Little Ambition•Disliking Work•Avoiding Responsibility
Workers are (Y)
•Self-Directed•Enjoying Work•Accepting Responsibility
Adeyl Khan, Faculty, BBA, NSU
Two-Factor TheoryMotivation-Hygiene theoryHygiene Factors
Extrinsic & Related to Dissatisfaction
Motivation Factors Intrinsic and
Related to Satisfaction
Satisfaction and Dissatisfaction are not Opposite Ends
Hygiene Factors
•Salary•Work Conditions•Company Policies•Job security
Motivators
•Promotions•Achievement•Responsibility•Growth
Adeyl Khan, Faculty, BBA, NSU
Contrasting Views of Satisfaction and Dissatisfaction
Adeyl Khan, Faculty, BBA, NSU
Factors –Extreme job
dissatisfaction
Factors –Extreme job satisfaction
Data from research
Adeyl Khan, Faculty, BBA, NSU
Theory of Needs- McClellandNeed for Achievement
The drive to excel, to achieve in relation to a set of standards, to strive to succeed.
Need for Affiliation
The desire for friendly and close personal relationships.
Need for Power
The need to make others behave in a way that they would not have behaved otherwise.
Subconscious
Individuals have different
levels of
needs in
each of
these areas• Need levels will
drive their behavior
Adeyl Khan, Faculty, BBA, NSU
Matching High Achievers and Jobs
Performance on 50-50 Challenge
Good Managers? Power and Affiliation
Adeyl Khan, Faculty, BBA, NSU
Hierarchy of needs
Two-factor theory
Money isn’t everything
Adeyl Khan, Faculty, BBA, NSU
Cognitive Evaluation TheoryProviding an extrinsic reward for behavior
that had been previously only intrinsically rewarding tends to decrease the overall level of motivation. Perception of causation changes
Loss of control reduces i. motivation
Focus more on reward/task
Example: Performance bonusWork RewardsSalary ? Performance
Reading Novel
Adeyl Khan, Faculty, BBA, NSU
Intrinsic Reward
•Interesting•Recognition
Cognitive Evaluation Theory
Extrinsic Reward
•Verbal•Tangible
Motivation
Pursue Goal for Intrinsic reasons vs. Extrinsic
More Success & Happiness ….
Adeyl Khan, Faculty, BBA, NSU16
Adeyl Khan, Faculty, BBA, NSU
Goal-Setting Theory (Edwin Locke)Theory: Specific and difficult goals, with
self-generated feedback, lead to higher performance.
Specificity >> Internal Stimulus
Difficult goals Vs. Easy Goals
•Acceptance •Performance•Distraction, Work hard, Persistence, Discover
Do Your Best !
Do 50% Better
Adeyl Khan, Faculty, BBA, NSU
Goal-Setting Theory … Goals and performance relationship
Goal commitment “I want to do it & I can do it” Publicity, internal locus, self-set
Task characteristics Simple, well-learned Interdependent task- Group goals
National culture Power distance Propensity to seek challenge Performance
18
Feedbacks Guide behaviorSelf Generated
Feedback =
Participation on Goal Setting
Adeyl Khan, Faculty, BBA, NSU
Goal Setting in Action: MBO Programs
A program that encompasses specific goals, participative set, for an explicit time period, with feedback on goal progress.
Management By Objectives Programs Company wide goals & objectives Goals aligned at all levels Based on Goal Setting Theory
Key Elements
•Goal specificity•Participative decision making•An explicit time period•Performance feedback
Adeyl Khan, Faculty, BBA, NSU
Cascading of Objectives
Adeyl Khan, Faculty, BBA, NSU
Linking MBO and Goal-Setting Theory
MBO Goal-Setting Theory
Goal Specificity Yes Yes
Goal Difficulty Yes Yes
Feedback Yes Yes
Participation Yes No(qualified)
Adeyl Khan, Faculty, BBA, NSU
Why MBOs Fail
Unrealistic expectations about MBO resultsLack of commitment by top managementFailure to allocate reward properlyCultural incompatibilities
MBO @ Fujitsu
Adeyl Khan, Faculty, BBA, NSU
Self-Efficacy
An individual’s feeling that s/he can complete a task (e.g. “I know I can!”) Enhances probability that goals will be
achieved
Not Self EsteemDifficulty >> Effort
Negative feedback >> Effort, Motivation
Adeyl Khan, Faculty, BBA, NSUComplementary
Self-confidence
Adeyl Khan, Faculty, BBA, NSU
Increasing Self Efficacy (Bandura)Enactive Mastery- Gaining Relevant
Experience Training program
Vicarious Modeling- Confidence from others You friend got a 100 in MGT321
Verbal Persuasion- Motivational speakers Pygmalion- Believe it is true
You are a very high IQ Student Galatea Effects- Placebo
Arousal- Energized state Vs. Steady tasks
TrainingIntelligencePersonality
Adeyl Khan, Faculty, BBA, NSU
Reinforcement TheoryArgues that behavior is a function of its
consequences. Stimulus creates response
Contrast with Goal Setting
Reprimanded
Assumptions:
•Behavior is environmentally caused.•Behavior can be modified (reinforced) by providing (controlling) consequences.•Reinforced behavior tends to be repeated.
Cognitive variables of
behavior
•Feeling•Attitude•Expectation
Adeyl Khan, Faculty, BBA, NSU
Equity TheoryReferent
Comparisons•Self-inside•Self-outside•Other-inside•Other-outside
Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.Comparing salary ~
M.
Fair & JusticeModerating Variables
•Gender- same sex comap.•Tenure-Available info•Level- More info.•Education/Professionalism
Adeyl Khan, Faculty, BBA, NSU
Equity Theory …
Equity TensionAnger Vs. Guilt
Motivation
Adeyl Khan, Faculty, BBA, NSU
Equity Theory (cont’d)Choices for dealing with inequity
Change inputs (slack off) Change outcomes (increase output) Distort/change perceptions of self Distort/change perceptions of others Choose a different referent person Leave the field (quit the job)
Adeyl Khan, Faculty, BBA, NSU
Equity Theory… Propositions relating to inequitable payOver rewarded hourly employees
produce more than equitably rewarded employees.Over rewarded piece-work employees
produce less, but do higher quality piece work.Under rewarded hourly employees
produce less/lower quality work.Under rewarded piece-work employees
produce larger quantities of lower-quality piece work than equitably rewarded employees.
Tolerance
Pay & Benefits
Adeyl Khan, Faculty, BBA, NSU
Perception
Self-serving
bias
Explanation
Traditional
Current
Adeyl Khan, Faculty, BBA, NSU
Expectancy Theory
Bottom line All three links between the boxes must be intact or
motivation will not occur. Thus, Individuals must feel that if they try, they can perform
And If they perform, they will be rewarded And When they are rewarded, the reward will be
something they care about
Ethical Values and Behaviors of
Leaders
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: MotivationRumana’s boss starts out the day each
morning saying, “Bet you wish you didn’t have to be here, huh?” Knowing this, which theory gives us insight as to why Rumana may not be motivated at work?
Early Theories
• Hierarchy of Needs• Theory X and
theory Y• Two-factor theory• Theory of Needs
Contemporary theories
• Cognitive Evaluation
• Goal Setting• Self Efficacy• Reinforcement• Efficacy• Expectancy
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: MotivationWould a gym membership be considered a
motivator or hygiene factor, according to Herzberg?
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: Motivation If you study really hard and only get a B on
an exam, but your classmate barely studies at all and gets an A, what theory will help explain why you feel less motivated to go to class?
Early Theories
• Hierarchy of Needs• Theory X and
theory Y• Two-factor theory• Theory of Needs
Contemporary theories
• Cognitive Evaluation
• Goal Setting• Self Efficacy• Reinforcement• Efficacy• Expectancy
Adeyl Khan, Faculty, BBA, NSU
Chapter Check-Up: Motivation What theory would say that this man, who
knows he works hard and is performing well, will be motivated by a gym membership for being a high performer?
Early Theories
• Hierarchy of Needs• Theory X and
theory Y• Two-factor theory• Theory of Needs
Contemporary theories
• Cognitive Evaluation
• Goal Setting• Self Efficacy• Reinforcement• Efficacy• Expectancy