Scribd
Upload
2K views44 pages

Engineering Management: Motivation

This document provides an overview of motivation theories including: 1. Effort-performance model which ties motivation, ability, and situational factors to job performance. 2. Need theories like Maslow's hierarchy and ERG theory that explain how satisfying needs motivates people. 3. Equity theory describes how perceptions of fair outcomes compared to inputs and peers affects motivation. 4. Expectancy theory ties motivation to expectations of rewards for efforts and performance. 5. Reinforcement theory explains how consequences influence behaviors. Schedules of reinforcement impact motivation. 6. Goal-setting theory links motivation to specific, challenging goals with feedback on progress. The document discusses applying each theory and an

Uploaded by

8sakuraba8
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
2K views44 pages

Engineering Management: Motivation

This document provides an overview of motivation theories including: 1. Effort-performance model which ties motivation, ability, and situational factors to job performance. 2. Need theories like Maslow's hierarchy and ERG theory that explain how satisfying needs motivates people. 3. Equity theory describes how perceptions of fair outcomes compared to inputs and peers affects motivation. 4. Expectancy theory ties motivation to expectations of rewards for efforts and performance. 5. Reinforcement theory explains how consequences influence behaviors. Schedules of reinforcement impact motivation. 6. Goal-setting theory links motivation to specific, challenging goals with feedback on progress. The document discusses applying each theory and an

Uploaded by

8sakuraba8
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 44

Chapter 13 Motivation

MGMT

Chuck Williams

Designed & Prepared by B-books, Ltd.


1

What Is Motivation?
After reading this section, you should be able to:

1. explain the basics of motivation.

Motivation
Direction

Initiation

Persistence

Basics of Motivation

Effort and Performance Extrinsic and Intrinsic Rewards

Need Satisfaction

Motivating People

1
4

Effort and Performance

Effort Initiation Direction Persistence Performance

1.1
5

Effort and Performance


Job Performance = Motivation x Ability x Situational Constraints

1.1

Job performance how well someone performs the job Motivation effort put forth on the job Ability capability to do the job Situational Constraints external factors affecting performance
6

Need Satisfaction
Needs physical or psychological requirements must be met to ensure survival and well being Unmet needs motivate people Three approaches: Maslows Hierarchy of Needs Alderfers ERG Theory McClellands Learned Needs Theory
1.2
7

Adding Needs Satisfaction to the Model

1.2
8

Maslows Hierarchy of Needs


Self-Actualization

Esteem

Belongingness

Safety

Physiological 1.2
9

Aldefers ERG Theory

Growth

Relatedness

Existence

1.2
10

McClellands Learned Needs Theory

Power

Achievement

Affiliation

1.2
11

Needs Classification
Maslows Hierarchy Higher -Order Needs
SelfActualization Esteem Belongingness

Alderfers ERG
Growth Relatedness

McClellands Learned Needs


Power Achievement Affiliation

Lower- Safety Order Physiological Needs

Existence

1.2
12

Extrinsic and Intrinsic Rewards


Extrinsic Rewards
tangible and visible to others contingent on performance

Intrinsic Rewards
natural rewards associated with performing the task for its own sake

1.3
13

Extrinsic Rewards
Extrinsic Rewards motivate people to: Join the organization Regularly attend their jobs Perform their jobs well Stay with the organization

1.3
14

Intrinsic Rewards
Intrinsic Rewards include: Sense of accomplishment Feeling of responsibility

Chance to learn something new


The fun that comes from performing an interesting, challenging, and engaging task
1.3
15

The Most Important Rewards


Good benefits
Extrinsic

Health insurance
Job security Vacation time Interesting work

Intrinsic
1.3

Learning new skills


Independent work situations
16

Adding Rewards to the Model

1.3
17

Motivating with the Basics


Ask people what their needs are

Satisfy lower-order needs first


Expect peoples needs to change

Satisfy higher order needs by looking for ways to allow employees to experience intrinsic rewards

1.4
18

How Perceptions and Expectations Affect Motivation


After reading these sections, you should be able to: 2. use equity theory to explain how employees perceptions of fairness affect motivation. 3. use expectancy theory to describe how workers expectations about rewards, effort, and the link between rewards and performance influence motivation.
19

Equity Theory

Components of Equity Theory

Reaction to Perceived Inequity

Motivating People Using Equity Theory

2
20

Components of Equity Theory


Inputs
employee contributions to the organization

Outcomes
rewards employees receive from the organization

Referents
comparison others

Outcome/input (O/I) ratio


Outcomesself = Outcomesreferent Inputsself Inputsreferent
21

2.1

Inequity
When a persons O/I ratio differs from their referents O/I ratio Underreward referents O/I ratio is greater than yours experience anger or frustration Overreward referents O/I ratio is less than yours experience guilt
2.1
22

How People React to Perceived Inequity


Reduce inputs Increase outcomes Rationalize inputs or outcomes Change the referent Leave

2.2
23

Adding Equity Theory to Model

2.2
24

Motivating with Equity Theory


Look for and correct major inequities Reduce employees inputs Make sure decision-making processes are fair
distributive justice procedural justice

2.3
25

Expectancy Theory
Components of Expectancy Theory Motivating with Expectancy Theory

3
26

Components of Expectancy Theory


Valence

Expectancy
Instrumentality

3.1
27

Adding Expectancy Theory to Model

3
28

Motivating with Expectancy Theory


Systematically gather information to find out what employees want from their jobs Clearly link rewards to individual performance Empower employees to make decisions which enhance expectancy perceptions
3.2
29

How Rewards and Goals Affect Motivation


After reading these sections, you should be able to: 4. explain how reinforcement theory works and how it can be used to motivate. 5. describe the components of goal-setting theory and how managers can use them to motivate workers. 6. discuss how the entire motivation model can be used to motivate workers.
30

Reinforcement Theory
Components of Reinforcement Theory

Schedules for Delivering Reinforcement

Motivating with Reinforcement Theory


4
31

Reinforcement Theory
Reinforcement Theory A theory that states that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequencesor not followed by positive consequenceswill occur less frequently.

4
32

Reinforcement Contingencies
Positive reinforcement desirable consequence strengthens behavior Negative reinforcement withholding unpleasant consequence strengthens behavior Punishment unpleasant consequence weakens behavior Extinction no consequence weakens behavior
4.1
33

Adding Reinforcement Theory to Model

4.1
34

Schedules for Delivering Reinforcement

Continuous
Intermittent

4.2
35

Continuous Reinforcement Schedules


Continuous Reinforcement Schedule A schedule that requires a consequence to be administered following every instance of a behavior.

4.2
36

Intermittent Reinforcement Schedules


Fixed Variable
Consequences follow behavior after different times that vary around an average time

Interval (Time)

Consequences follow behavior after a fixed time has elapsed

Consequences follow Ratio a specific number of (Behavior) behaviors

Consequences follow a different number of behaviors that vary around an average number

4.2
37

Motivating with Reinforcement Theory


Identify, measure, analyze, intervene, and evaluate Dont reinforce the wrong behavior Correctly administer punishment at the appropriate time Choose the simplest and most effective schedule of reinforcement
4.3
38

Goal-Setting Theory
Goal-Setting Theory relates to the basic model: desire to meet a goal prompts effort.

Effort
Initiation Direction Persistence

Performance

5
39

Goal-Setting Theory
Goal Specificity the clarity of goals Goal Difficulty how challenging goals are Goal Acceptance how well goals are agreed to or understood Performance Feedback information on goal progress
5.1
40

Adding Goal-Setting Theory to Model

5.1
41

Motivating with Goal-Setting Theory


Assign specific, challenging goals Make sure workers truly accept organizational goals Provide frequent and specific performancerelated feedback
42

5.2

Motivating with the Integrated Model


Motivating with the Basics

Motivating with Expectancy Theory

Motivating with Equity Theory

Motivating with Goal-Setting Theory


6

Motivating with Reinforcement Theory


43

Motivating with the Integrated Model

6
44

You might also like