motivation. sources motivation learning unit 2 in handbooks pages 335 ~347 in textbook notes
TRANSCRIPT
Learning unit 2 outcomes You should be able to:
1. Explain the concept of motivation
2. Understand and apply content theories Maslow, Herzberg, McClelland, Hackman& Oldham
3. Understand & apply process theories Vroom, Porter and lawler
4. Understand Lockes goal setting model
5. Discuss money as a “motivator”
Motivation
Employees who voluntarily & enthusiastically do more than that is required are motivated
People are not motivated by the same “STUFF”
The leaders challenge is to find what makes people tick!
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*Motivation Motivation is described as Intentional and directional;
INTENTIONAL
Refers to personal choice & persistence of action
DIRECTIONAL
Presence of a driving force, aimed at achieving a goal
Motivation definition
“is the willingness to exert high levels of effort
toward achieving organizational goals,
conditioned by the efforts and the
probability of satisfying personal needs”
Motivation exerciseIn your four groups
Interview your = oldest, ( ) youngest
Consider his/her personality style, status in life etc
What would you change in the persons current job situation to energize (motivate) them?
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Motivation theories
1. Maslow’s needs hierarchy
2. Herzberg two factor theory
3. McClelland’s achievement theory
4. Hackman & Oldham job characteristics theory
5. Vroom’s expectancy theory
6. Porter & Lawler expectancy theory
7. Lockes goal setting model
Maslow *Herzberg
Physiological
Safety
Social
Ego
SA
Hygiene factors•Working conditions•Relationships•Tools•Supervision
Motivating factors•Recognition•Achievement•Responsibility•Learning & development
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Mclellands Achievement theory
Identifies that people could have a need for:
Need for affiliation (People driven)
Need for power (exerting influence over people)
Need for achievement (Winning)
Theory is based on belief that needs could be learnt.
*Hackman & Oldham – Job characteristics model
Core jobdimensions
Psychological factors
Outcomes
•Skill variety•Task identity•Significance
Meaningfulness of work
•Feedback
•Autonomy Responsibility of results
Knowledge of work effort
Intrinsic work motivation
Quality performance
Job satisfaction
Exercise If I were to promise you a fully paid trip to
Ushaka Marine World.
If you received 80% in the exam
How much effort will you put into your studies?
Exercise ~ How much effort? A fully paid trip for 4 ~ family or mates:
Any music show event in the world
Travel destination of your choice
Sporting event of your choice
Visit the Chelsea flower show
Expectancy theories Individual will deliver more effort in the
attainment of an organizational goal if:
Their effort - result in goal achievement (Expectancy)Goal achievement – result in personal goal
(Instrumentality)
The more attractive the personal goal (Valence)
the greater the effort *
Vroom’s key concepts VALENCE: How attractive the final outcome is to
the individual
EXPECTANCY: Is the belief that a certain amount of effort will result in the desired performance
INSTUMENTALITY: The perception that the performance will lead to the final outcome or reward
Vroom’s expectancy model
EFFORT PERFORMANCE1st level
OUTCOME2nd level
SATISFACTION
=
Expectancy ofEffort = org goal
Value of the Personal goal *
Porter & Lawler’s expectancy model
EFFORTACTUALRESULTS
SATISFACTION
REWARDS
Value of reward
Effort – rewardprobability
Role perception
Abilities
Equitable rewards
Intrinsic & Extrinsicrewards
*Managers can enhance effort – performance expectations, by
Helping gain their performance goals, Determine what rewards they value Link rewards to performance Train and guide employees Make person responsible Provide equitable rewards Create a positive climate
Edwin Locke’s goal setting model
Objectives and goals provide us with direction and purpose
People are aware that they are adding value and their efforts are recognized
*Goal setting motivates
Goal setting impacts behaviour1. Directs attention to what is important
2. Prompts us into action
3. Increases our persistence
4. Directs strategies & action