The Leading Process

Managing Employee Motivation and

Performance
Chapter 16

City University of Science and Information

Technology

Faisal Ghani

The Nature of Motivation

Motivation
The set of forces that cause people to
behave in certain ways.
Environment

Motivation

Effort

Performance

Ability
Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

The Nature of Motivation

The Importance of Employee

Motivation in the Workplace
Employees performance is generally
determined by:
motivation (the desire to do the job)
ability (the capability to do the job) and
the work environment (the tools,
material and information needed to do
the job).

Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

The Nature of Motivation

The Importance of Employee
Motivation in the Workplace
Need or deficiency

Search for ways

to satisfy needs

Choice of behavior
to satisfy needs

Determination of
future needs and
Evaluation of need
search/choice
satisfaction
for need satisfaction
The Motivation Framework
Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

The Nature of Motivation

Historical Perspectives on Motivation

The Traditional Approach
Incentive pay system by Frederick W. Taylor
The Human Relations Approach
Role of social process in the workplace by
Elton Mayo
The Human Resource Approach
People want to contribute and are able to
contribute.

Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation
Content Perspectives
Approaches to motivation that try to
answer the question: What factors in the
workplace motivate people?

Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation
The Needs Hierarchy Approach
Maslows Hierarchy of Needs
Suggests that people must satisfy five
group of needs in order-physiological,
security, belongingness, esteem and selfactualization.

Chapter 16

Managing Employee Motivation

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation:
NEEDS
Maslows Hierarchy
of Needs
General Examples

Organizational Examples

SelfAchievement
Challenging Job
actualization
Status
Friendship
Stability
Food
Chapter 16

Esteem
Belongingness
Security

Job Title
Friends at Work
Pension Plan

Physiology

Managing Employee Motivation

Base Salary

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation
The Needs Hierarchy Approach
ERG Theory of Motivation
Suggests that peoples needs are
grouped into three possibly overlapping
categoriesexistence, relatedness and
growth.

Chapter 16

Managing Employee Motivation

10

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation:
ERG Theory of Motivation

Satisfaction-Progression

Frustration-Regression

Growth Needs
Relatedness Needs
Existence Needs

Chapter 16

Managing Employee Motivation

11

City University of Science and Information

Technology

Faisal Ghani

Content Perspective on
Motivation
Individual Human Needs
Need for Achievement
The desire to accomplish a goal or task more
effectively than in the past.
Need of Affiliation
The desire for human companionship and
acceptance.
Need for Power
The desire to be influential in a group and to
control ones environment.

Chapter 16

Managing Employee Motivation

12

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Process Perspectives
Approaches to motivation that focuses on
why people choose certain behavioral
options to satisfy their needs and how
they evaluate their satisfaction after they
have attained their goals.

Chapter 16

Managing Employee Motivation

13

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Expectancy Theory
Suggests that motivation depends on two things
how much we want something and how likely we
think we are to get it.

Elements
Effort-to-Performance Expectancy (E) is the
probability that effort will lead to performance.
Performance-to-Outcome Expectancy (I) is the
perception that performance leads to an outcome.
Outcome is the consequence or reward for performance.
Valence (V) is how much a particular outcome is
valued.
M=ExIxV

Chapter 16

Managing Employee Motivation

14

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Expectancy Theory
Environment
Motivation

Effort
Ability

Chapter 16

Performance

Outcome

Valence

Outcome

Valence

Outcome

Valence

Outcome

Valence

Outcome

Valence

Managing Employee Motivation

15

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

The Porter-Lawler Extension
Intrinsic
Reward
(outcomes)
Perceived
Equity

Performance

Satisfaction

Extrinsic
Reward
(outcomes)

Chapter 16

Managing Employee Motivation

16

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Equity Theory
Suggests that people are motivated to
seek social equity in the rewards they
outcomes
(self) outcomes (other)
receive
for performance
inputs (self)
Equity
Inputs/ outcomes
comparison of
self with others
Inequity
Chapter 16

inputs (other)

Motivation to maintain current situatio

Ways to reduce inequity
Change inputs
Change outcomes
Alter perceptions of self
Alter perceptions of other
Leave situation
Change comparisons

Managing Employee Motivation

17

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Goal Setting Theory
Goal Difficulty
Extent to which a goal is challenging and requires
effort.
Goal Specificity
Clarity and precision of the goal.
Goal Acceptance
Extent to which persons accept a goal as their
own.
Goal Commitment
Extent to which an individual is personally
interested in reaching a goal.
Chapter 16

Managing Employee Motivation

18

City University of Science and Information

Technology

Faisal Ghani

Process Perspective on Motivation

Goal Setting Theory
Goal
Difficulty

Goal
Acceptance

Goal-Directed Effort

Goal
Specificit
y
Chapter 16

Goal
Commitmen
t

Organizationa
l Support

Performance

Individual
Abilities &
Traits

Managing Employee Motivation

Intrinsic
Rewards

Satisfaction

Extrinsic
Rewards

19

City University of Science and Information

Technology

Faisal Ghani

Popular Motivational Strategies

Empowerment and Participation
Empowerment
The process of enabling workers to set
their won work goals, make decisions, and
solve problems within their sphere of
responsibility and authority.
Participation
The process of giving employees a voice in
making decisions about their own work.
Chapter 16

Managing Employee Motivation

20

City University of Science and Information

Technology

Faisal Ghani

Popular Motivational Strategies

Alternative Forms of Work Arrangements
Variable Work Schedules
Compressed work schedule
Working a full hour week in fewer than the
traditional five or six days.
Flexible Work Schedules (Flextime)
Allowing employees to select, within broad
parameters, the hours they work.
Job Sharing
Telecommuting
Chapter 16

Managing Employee Motivation

21