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Chapter 6: Basic Motivation Concepts
Chapter 6: Basic Motivation Concepts
Chapter 6:
6: Basic
Basic Motivation
Motivation Concepts
Concepts
Motivation = “The processes that account for an
individual’s direction, intensity and persistence of
effort toward achieving a goal”
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)
Expectancy
ExpectancyTheory
Theory
The strength of a tendency to act in a certain way depends
on the strength of an expectation that the act will be
followed by a given outcome and on the attractiveness of
that outcome to the individual. The theory focuses on three
relationships:
Effort-performance relationship or the probability perceived
by the individual that exerting a given amount of effort will
lead to performance.
Performance-reward relationship or the degree to which the
individual believes that performing at a particular level will
lead to the attainment of a desired outcome.
Rewards-personal goals relationship or the degree to which
organizational rewards satisfy an individual’s personal
goals or needs and the attractiveness of those potential
rewards for the individual.
Expectancy
Expectancy Theory
Theory
Performance
Performance Dimensions
Dimensions
Summary
Summaryand
andImplications
Implicationsfor
forManagers
Managers
Need Theories
Maslow’s hierarchy, Two factor, ERG, & McClelland’s
Goal Setting Theory
Clear and difficult goals often lead to higher levels of employee
productivity.
Reinforcement Theory
Good predictor of quality and quantity of work, persistence of
effort, absenteeism, tardiness, and accident rates.
Equity Theory
Strongest when predicting absence and turnover behaviors.
Weakest when predicting differences in employee productivity.
Expectancy Theory
Focus on performance variables
It is a “rational” model so be careful when using it
This theory may be better applied to employees with greater
discretion in their jobs (i.e., as opposed to semi-skilled
positions)