MOTIVATION

OBJECTIVES

1. Outline the motivation

process.
2. Describe Maslow’s need
hierarchy.
3. Contrast Theory X and
Theory Y.
LEARNING

4. Differentiate motivators
from hygiene factors.
5. List the characteristics
that high achievers
prefer in a job.
6. Summarize the types of
goals that increase
performance.
Defining Motivation

Key
KeyElements
Elements
1.1. Intensity:
Intensity:how
howhard
hardaaperson
persontries
tries
2.2. Direction:
Direction:toward
towardbeneficial
beneficialgoal
goal
3.3. Persistence:
Persistence:how
howlong
longaaperson
persontries
tries
 Going “Beyond the Fringe” in Benefits: Especially Creative Reward
Practices

Company Reward

Apple Computer Stock purchase options

Publix Super Markets Partial ownership in the company
Advanta Corporation Opportunity to help train new employees
Westin Hotels Free meals while on the job
Worthington Industries Haircuts for $2 while at work
Reader’s Digest Fridays off during the month of May
Pitney Bowes Courses in real estate, golf, painting, photography,
and cake decorating
Steelcase Access to camping facilities and equipment
Delta Airlines Free airline travel for employees and spouses
Theory X and Theory Y (Douglas McGregor)
 Need Hierarchy Theory

Higher-order
needs

Self-
actualization
needs

Esteem needs

Social needs

Safety needs

Physiological needs
Lower-order
needs
Two-Factor Theory (Frederick Herzberg)
Factors characterizing events
on the job that led to extreme
job dissatisfaction

Factors characterizing events

on the job that led to extreme
job satisfaction

Comparison of
Satisfiers and
Dissatisfiers
 Overview of Expectancy Theory

Effort Performance Reward

Valence of
Expectancy X Instrumentality X reward

MOTIVATION
Abilities Role perceptions
and traits and opportunities

JOB
PERFORMANCE
 Equity Theory: A Summary and Example

INEQUITABLE RELATIONSHIP
Andy is Bill is
overpaid underpaid
compared to Bill compared to Andy
Bill’s outcomes
Andy’s outcomes ($25,000/year)
($30,000/year) Bill’s inputs
Andy’s inputs (40 hours/week)
(40 hour/week)

Andy feels guilty Bill feels angry

EQUITABLE RELATIONSHIP
Andy is equitably paid Bill is equitably paid
compared to Bill compared to Andy
Andy’s outcomes Bill’s outcomes
($30,000/year) ($30,000/year)
Andy’s inputs Andy feels Bill feels Bill’s inputs
(40 hour/week) satisfied satisfied (40 hours/week)
Goal-Setting Theory (Edwin Locke)
 Goal Setting: Some Impressive Effects
100
Goal
level 94
90
Percentage of Maximum Weight

80 Performance at the goal level

was sustained seven years after
Carried on Each Trip

the goal was first set

70

60 There was a dramatic

improvement in per-
formance after a goal
50 was set

1 2 3 4 5 6 7 8 9 10 11 12
Seven
Before goal After Goal Years Later
Four-Week Periods
ERG Theory (Clayton Alderfer)

Concepts:
Concepts:
More
Morethan
thanone
oneneed
needcan
can
bebeoperative
operativeatatthe
thesame
same
Core time.
time.
CoreNeeds
Needs
Existence: IfIfaahigher-level
higher-levelneed
need
Existence:provision
provisionof of cannot
basic
basicmaterial
material cannot be fulfilled,the
be fulfilled, the
requirements. desire
desiretotosatisfy
satisfyaalower-
lower-
requirements. level need increases.
level need increases.
Relatedness:
Relatedness:desire
desirefor
for
relationships.
relationships.
Growth:
Growth:desire
desirefor
for
personal
personaldevelopment.
development.
David McClelland’s Theory of Needs

nPow

nAch nAff
Matching Achievers and Jobs
Cognitive Evaluation Theory
Reinforcement Theory

Concepts:
Concepts:
Behavior
Behaviorisisenvironmentally
environmentallycaused.
caused.
Behavior
Behaviorcan
canbebemodified
modified(reinforced)
(reinforced)by
by
providing
providing(controlling)
(controlling)consequences.
consequences.
Reinforced
Reinforcedbehavior
behaviortends
tendstotobe
berepeated.
repeated.
Flow and Intrinsic Motivation Theory
Ken Thomas’s Model of Intrinsic Motivation

 Employees are intrinsically motivated when

rewards an employee gets from work result from:
– Choice– the ability to freely self-select and
perform task activities.
– Competence– the sense of accomplishment
from skillfully performing chosen tasks or
activities.
– Meaningfulness– pursuing a task that matters
in the larger scheme of things.
– Progress– the feeling of significant
advancement in achieving the task’s purpose.
Equity Theory

Referent
Referent
Comparisons:
Comparisons:
Self-inside
Self-inside
Self-outside
Self-outside
Other-inside
Other-inside
Other-outside
Other-outside
Equity Theory (cont’d)

EXHIBIT 6-7
Equity Theory (cont’d)

Choices
Choicesfor
fordealing
dealingwith
withinequity:
inequity:
1.1. Change
Changeinputs
inputs(slack
(slackoff)
off)
2.2. Change
Changeoutcomes
outcomes(increase
(increaseoutput)
output)
3.3. Distort/change
Distort/changeperceptions
perceptionsof
ofself
self
4.4. Distort/change
Distort/changeperceptions
perceptionsofofothers
others
5.5. Choose
Chooseaadifferent
differentreferent
referentperson
person
6.6. Leave
Leavethe
thefield
field(quit
(quitthe
thejob)
job)
Equity Theory (cont’d)

Propositions
Propositionsrelating
relatingto
toinequitable
inequitablepay:
pay:
1.1. Overrewarded
Overrewardedemployees
employeesproduce
producemore
more
than
thanequitably
equitablyrewarded
rewardedemployees.
employees.
2.2. Overrewarded
Overrewardedemployees
employeesproduce
produceless,
less,but
but
do
dohigher
higherquality
qualitypiece
piecework.
work.
3.3. Underrewarded
Underrewardedhourly
hourlyemployees
employeesproduce
produce
lower
lowerquality
qualitywork.
work.
4.4. Underrewarded
Underrewardedemployees
employeesproduce
producelarger
larger
quantities
quantitiesof
oflower-quality
lower-qualitypiece
piecework
workthan
than
equitably
equitablyrewarded
rewardedemployees
employees
Equity Theory (cont’d)
Expectancy Theory

EXHIBIT 6-8
Performance Dimensions

EXHIBIT 6-9