ch 6 motivation one

ch 6 motivation one - Ch 6 Motivation 1 Ch What is...

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Unformatted text preview: Ch 6 Motivation 1 Ch What is Motivation? What Motivation Motivation is defined as a set of Motivation energetic forces that originates both within and outside an employee, initiates workand related effort, and determines its related direction, intensity, and persistence. Motivation is a critical consideration because job Motivation performance is largely a function of two factors: motivation and ability. motivation 1 Effects of Motivation on Performance and Commitment Performance 2 Theories of Motivation Theories Process Theories process by which internal factors and cognitions influence motivation motivation Identify the Identify Expectancy Theory Goal Setting Theory Equity Theory Psychological Empowerment Empowerment Content Theories Identify internal factors Identify influencing motivation influencing Maslow’s Need Need Hierarchy Hierarchy Alderfer’s ERG McClelland’s Need Herzberg’s MotivatorHygiene Hygiene 3 Motivation and Effort Motivation 4 Expectancy Theory Expectancy Expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses. voluntary 5 Expectancy Theory Expectancy 6 Expectancy Theory, Cont’d Expectancy Expectancy represents the belief that exerting a high level of effort will result in the successful performance of some task. performance Expectancy is a subjective probability, ranging from 0 Expectancy to 1 that a specific amount of effort will result in a specific level of performance (abbreviated E → P). P). Self-efficacy is defined as the belief that a person has the is capabilities needed to execute the behaviors required for task success. for Past accomplishments, vicarious experiences, verbal Past emotional cues emotional persuasion, Expectancy Theory, Cont’d Expectancy Instrumentality represents the belief that successful performance will result in some outcome(s). Instrumentality is a set of subjective probabilities, each ranging from 0 to 1 that successful performance will bring a set of outcomes (abbreviated P → O). (abbreviated Valence reflects the anticipated value of the outcomes associated with performance (abbreviated V). Can be positive, negative, or zero Extrinsic and Intrinsic Outcomes Extrinsic EXTRINSIC OUTCOMES INTRINSIC OUTCOMES Pay Employment Bonuses Interestingness Promotions Accomplishment Benefits and perks Knowledge gain Spot awards Skill development Praise Personal expression Job security (Lack of) Boredom Support (Lack of) Anxiety Free time (Lack of) Frustration (Lack of) Disciplinary actions (Lack of) Demotions (Lack of) Terminations 9 Expectancy Theory, Cont’d Expectancy Total “motivational force” to perform a given action Total can be described using the following formula: Motivational Force = (E P) x Σ[(P O) x V] The Σ symbol in the equation signifies that The instrumentalities and valences are judged with various outcomes in mind. outcomes Motivational force equals zero if any one of the three Motivational beliefs is zero. beliefs OB on Screen OB Boiler Room Think about which components of Think expectancy theory the manager focuses on expectancy Any given Sunday http://www.youtube.com/watch?v=WO4tIrjBDkk Think about which components of Think expectancy theory the coach focuses on expectancy 11 Goal Setting Theory Goal Goal setting theory views goals as the primary drivers of the intensity and persistence of effort. persistence Assigning employees specific and difficult goals Assigning goals will result in higher levels of performance. will 12 Goal Setting Theory Goal “Where there's a will there's a way” 13 Goal Difficulty and Task Performance Goal 14 Goal Setting Theory, Cont’d Goal Why do specific and difficult goals have such Why positive effects? positive Assignment of a specific and difficult goal shapes Assignment people’s own self-set goals self-set the internalized goals that people use to the their own task progress. their monitor Goals trigger the creation of task strategies, Goals task defined as learning plans and problems defined solving approaches used to achieve successful solving performance. performance. 15 Goal Setting Theory, Cont’d Goal Moderators on Task Performance Feedback consists of updates on employee progress toward goal attainment. Task complexity reflects how complicated the information and actions involved in a task are, as well as how much the task changes. well Goal commitment is defined as the degree to which a person accepts a goal and is determined to try to reach it. to 16 Strategies for Fostering Goal Commitment Goal Management By Objectives (MBO) Management Applied version of goal setting that Applied incorporates: incorporates: Participation in decision-making Goal setting Feedback 18 “S.M.A.R.T.” Goals Specific (as opposed to vague) Measurable easurable Attainable ttainable Need to be realistic and challenging Need Need to consider individuals’ skills, abilities, and goal orientation (learning vs. performance) orientation Results-based Consider quantity AND quality Goals should start with the word to followed by verbs such Goals as complete, acquire, produce, increase, and decrease rather than develop, conduct, implement, or monitor than Time-sensitive Specifies target date of completion 19 Goal Setting Practice Goal http://www.youtube.com/watch?v=UtgKUXMcHP www.uCree.com Please try to set your goals Please Daily Weekly Monthly Yearly Lifetime 20 ...
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