Motivating Employee:

Achieving Superior Performance in The Workplace

TODAY’S OUTLINE

1. Motivating for performance

2. Content perspectives on employee motivation
3. Process perspectives on employee motivation
4. Job design perspective on motivation
5. Reinforcement perspective on motivation
MOTIVATING FOR PERFORMANCE
WHAT IS MOTIVATION?

People do something because they are mainly motivated

to fulfill their wants, their needs

Motivation is the psychological processes that arouse and

direct goal-directed behavior
A SIMPLE MODEL OF MOTIVATION
TYPES OF REWARDS

INTRINSIC REWARD EXTRINSIC REWARD

Satisfaction (a feeling The payoff received
of accomplishment) from others for
from performing a performing a particular
particular task task
WHY IS MOTIVATION IMPORTANT?

Managers hopes that employees will perform extra tasks

DO EXTRA FOR YOUR above and beyond the call of duty
ORGANIZATION

BE ENGAGE WHILE AT YOUR Engage employee produce higher-quality work and better
ORGANIZATION customer service

SHOW UP FOR WORK AT In many organizations, absenteeism and lateness are

YOUR ORGANIZATION tremendous problems

STAY WITH YOUR Whether you are in good economic times or bad, you
ORGANIZATION always want to be able to retain good people.

You need to instill in talented prospective workers the

JOIN YOUR ORGANIZATION
desire to come to work for you.
4 PERSPECTIVE OF MOTIVATION : OVERVIEW

CONTENT PROCESS
JOB DESIGN REINFORCEMENT
(4 THEORIES) (3 THEORIES)
CONTENT PERSPECTIVE
THE DEFINITION OF CONTENT PERSPECTIVE

It is a theory which tries to explain what needs that

motivate people

Needs itself is a psychological or physiological deficiencies

that arouse behavior
THORIES OF CONTENT PERSPECTIVE

Maslow’s McClelland’s
hierarchy of acquired
needs needs

Deci and
Herzberg’s
Ryan’s self-
two factor
determination
MASLOW’S HIERARCHY OF NEEDS
MCCLELLAND’S ACQUIRED NEEDS

Need for
• I need to excel at tasks
achievement

Need for
• I need close relationship
affiliation

Need for
• I need to control others
power
DECI AND RYAN’S SELF-DETERMINATION

This theory focuses on intrinsic motivation rather than

the extrinsic

Competence Autonomy Relatedness

I want to feel I want to feel I want to feel
a sense of independent connected to
mastery and able to other
influence my
environment
HERZBERG’S TWO-FACTOR THEORY
 DECI &
MASLOW MCLELLAND HERZBERG
RYAN

Self- Achievement Competence

actualization
Motivating
Power Autonomy Factors
Esteem

Affiliation Relatedness
Love

Safety
Hygiene
Factors

Psychological
PROCESS PERSPECTIVE
4 PERSPECTIVES OF MOTIVATION

CONTENT PROCESS
JOB DESIGN REINFORCEMENT
(4 THEORIES) (3 THEORIES)
PROCESS PERSPECTIVE - OVERVIEW

Process perspective are concerned with the thought processes by

which people decide how to act

There are three process perspective on motivation

Equity Expectancy Goal-setting

theory theory theory
EQUITY THEORY

It is focuses on employee perceptions as to how fairly they think

they are being treated compared with others

It is based on the idea that employees are motivated to see fairness

in the rewards they expect on task performance
EQUITY THEORY – CONT’D

The elements of equity theory are:

 Employee’s response to Inequity

Changing the
Reducing their Distorting the
outputs or
inputs inequity
reward

Changing the
Leaving the
object of
situation
comparison
EXPECTANCY THEORY

Expectancy theory suggest that people are motivated by 2

things
1. How much they want something
2. How likely they think they are to get it

People will do what they can do when they want to

GOAL-SETTING THEORY

Goal setting theory suggests that employees can be motivated by goals that
are specific and challenging, but achievable.
JOB DESIGN PERSPECTIVE
4 PERSPECTIVES OF MOTIVATION

CONTENT PROCESS
JOB DESIGN REINFORCEMENT
(4 THEORIES) (3 THEORIES)
JOB DESIGN PERSPECTIVE – AN OVERVIEW

Job design is (1) the division of an organization’s work

among employees, and (2) the application of motivational
theories to jobs to increase satisfaction and performance

• A traditional way
Fitting people to jobs • Job simplification – the process of reducing the
number of tasks a worker performs

• A modern way
• Job enlargement – increasing the number of tasks in
a job to increase variety and motivation
Fitting jobs to people
• Job enrichment – incorporating motivating factors
like responsibility, achievement, advancement into
the a job
THE JOB CHARACTERISTIC MODEL
REINFORCEMENT PERSPECTIVE
4 PERSPECTIVES OF MOTIVATION

CONTENT PROCESS
JOB DESIGN REINFORCEMENT
(4 THEORIES) (3 THEORIES)
REINFORCEMENT THEORY – AN OVERVIEW

Reinforcement theory suggests that behavior with positive consequences

tends to be repeated while behavior with negative consequences tends not
to be repeated

Positive Negative
reinforcement Reinforcement

Extinction Punishment
Assignment Guidelines
 Jangan Lupakan
1. TUGAS I: sudah dipresentasikan Minggu ke-7 !
2. TUGAS II: tidak perlu melakukan wawancara
dengan manajer, akan tetapi tetap harus
presentasi.

Kedua tugas tersebut telah diberikan pada

Minggu ke-1 yang lalu (27 Januari 2020)
• Kelas dibagi dalam 5 (lima) grup

• Tugas Diskusi Hari Ini:

ü Setiap kelompok diminta untuk menjelaskan dan
memberi contoh salah satu dari empat perspektif teori
motivasi;
ü Karena ada lima kelompok, maka Grup I dan II akan
membahas perspektif konten (content perspective) akan
tetapi harus menekankan pada teori yang berlainan serta
memberikan contoh yang tidak sama;
ü Masing-masing grup agar mempresentasikan jawabannya
pada 30 menit terakhir kuliah hari ini.
Nama-nama Anggota Grup Kelas A
1. Grup I: sharen, yometta, julia, vina, janice, alvin,
lorenza, mercy
2. Grup II: sonibeniana, abigail, valen, meidiana,
aurelie, bella, agnes, evelyn
3. Grup III: alex, ryan, jasper, william, christian,
dedi, davin, stephanie victoria
4. Grup IV: olivia, stefanie evetania, claudia,
anastasya, rahel, winnie, wenny, kezia
5. Grup V: ferry, kenneth, stanley, erick, bakti,
albert, owen, audea
thank
you

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