Professional Documents
Culture Documents
Learning Objectives
Explain what motivation is and why managers need to be concerned about it. Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce. Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
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Learning Objectives
Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory. Explain why and how managers can use pay as a major motivation tool.
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Question?
What behavior is performed for its own sake? A. Intrinsically Motivated Behavior B. Extrinsically Motivated Behavior C. Centrally Motivated Behavior D. Inherently Motivated Behavior
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Input
Anything a person contributes to his or her job or organization Time, effort, skills, knowledge, work behaviors
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Figure 13.1
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Expectancy Theory
Motivation will be high when workers believe:
High levels of effort will lead to high performance. High performance will lead to the attainment of desired outcomes.
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Expectancy Theory
Major Factors of Motivation
Expectancy - the belief that effort (input) will result in a certain level of performance Instrumentality - the belief that performance results in the attainment of outcomes Valence - how desirable each of the available outcomes from the job is to a person
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Figure 13.2
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Expectancy Theory
Figure 13.3
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Need Theories
Need
A requirement or necessity for survival and wellbeing.
Need Theories
People are motivated to obtain outcomes at work that will satisfy their needs
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Description
Realize ones full potential Feel good about oneself Social interaction, love Security, stability Food, water, shelter
Examples
Use abilities to the fullest Promotions and recognition Interpersonal relations, parties Job security, health insurance Basic pay level to buy items
Esteem
Belongingness
Safety
Lowest-level needs
Physiological
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Description
Self-development, creative work Interpersonal relations, feelings Food, water, clothing, and shelter
Examples
Continually improve skills Good relations, accurate feedback Adequate pay for necessities
Growth
Relatedness
Lowest-level needs
Existence
After lower level needs satisfied, person seeks higher needs. When unable to satisfy higher needs, lower needs motivation is raised.
Table 13.2
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McClellands Needs for Achievement, Affiliation, and Power Need for Affiliation
Concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him get along with each other
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Equity Theory
Equity Theory
Focuses on peoples perceptions of the fairness (or lack of fairness) of their work outcomes in proportion to their work inputs.
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Equity Theory
A relative outcome to input ratio comparison to oneself or to another person (referent) perceived as similar to oneself. Equity exists when a person perceives that their outcome/input ratio to be equal to the referents ratio.
If the referent receives more outcomes, they should also give more inputs to achieve equity.
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Equity Theory
Condition Person Referent Example
Worker contributes more inputs but also gets more outputs than referent
Equity
Outcomes Inputs
= Outcomes Inputs
Underpayment Equity
Outcomes Inputs
Worker contributes more inputs but also gets the same outputs as referent
Overpayment Equity
Outcomes Inputs
Worker contributes same inputs but also gets more outputs than referent
Table 13.3
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Equity Theory
Inequity exists when workers outcome/input ratio is not equal to referent.
Underpayment inequity: ratio is less than the referent. Workers feel they are not getting the outcomes they should for their inputs. Overpayment inequity: ratio is higher than the referent. Workers feel they are getting more outcomes than they should for their inputs.
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Equity Theory
Restoring Equity: Inequity creates tension in workers causing them to attempt to restore equity.
In underpayment, workers may reduce input levels to correct (rebalance) the ratio or seek a raise. In overpayment, workers may change the referent person and readjust their ratio perception. If inequity persists, workers will often choose to leave the organization.
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Learning Theories
Managers can increase employee motivation and performance by the ways they link the outcomes that employees receive to the performance of desired behaviors in an organization and the attainment of goals
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Learning Theories
Learning
A relatively permanent change in persons knowledge or behavior that results from practice or experience.
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Question?
Which operant conditioning tool administers an undesired consequence to immediately stop a dysfunctional behavior? A. Positive reinforcement B. Negative reinforcement C. Extinction D. Punishment
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Punishment
Administering an undesired/negative consequence to immediately stop a dysfunctional behavior.
Manager administers an undesired consequence to worker (verbal reprimand, demotion, pay cut).
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Figure 13.4
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Self-efficacy
A persons belief about his or her ability to perform a behavior successfully.
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Discussion Question?
Which merit pay plan is the most effective? A. Piece rate B. Commission C. Scanlon plan D. Profit sharing
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Commission Pay
Employees pay is based on a percentage of sales that the employee makes.
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