Motivating Employees

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The Concept of Motivation
Motivation - the arousal, direction, and
persistence of behavior
Forces either intrinsic or extrinsic to a person
that arouse enthusiasm and persistence
Employee motivation affects productivity
A managers job is to channel motivation toward
the accomplishment of organizational goals
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16.1 A Simple Model of Motivation
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Content Perspectives
on Motivation
If managers understand employees needs, they
can design appropriate reward systems

Needs motivate people
Needs translate into an internal drive that motivates
behavior
People have a variety of needs
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16.2 Maslows Hierarchy of Needs
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ERG Theory
Existence needs - the needs for physical
well-being
Relatedness needs - the needs for
satisfactory relationships with others
Growth needs - the needs that focus on the
development of human potential and the
desire for personal growth
frustrationregression principle: failure to meet a high-order need may
cause a regression to an already satisfied lower-order need
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16.3 The Motivational Benefits
of Job Flexibility
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16.4 Herzbergs Two-Factor Theory
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Acquired Needs
Need for achievement
Need for affiliation
Need for power
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Process Perspectives
on Motivation
How people select behavioral actions
Goal Setting Theory
Equity Theory
Expectancy Theory
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Goal Setting Theory
Increase motivation by setting goals

Key components of the theory:
Goal specificity
Goal difficulty
Goal acceptance
Feedback
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Equity Theory
Individual perceptions of fairness
Perceived inequity can be reduced by:
Changing work effort
Changing outcomes
Changing perception
Leaving the job
Inequity occurs when the input-to-outcome
ratios are out of balance
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Expectancy Theory
Motivation depends on individuals
expectations about their ability to perform
tasks and receive desired rewards
E P: putting effort into a given task will lead to
high performance
P O: successful performance of a task will
lead to the desired outcome
Valence the value or attraction an individual
has for an outcome
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16.5 Major Elements of
Expectancy Theory
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Individuals motivation can result from thoughts,
beliefs, and observations

Vicarious learning observational learning from
seeing others behaviors and rewards

Self-reinforcement motivating yourself by reaching
goals and providing positive reinforcement for yourself

Self-efficacy belief about your own ability to
accomplish tasks
Social Learning Theory
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Job Design for Motivation
Job Simplification
Job Rotation
Job Enlargement
Job Enrichment
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Dimensions that determine a
jobs motivational potential:

Skill variety
Task identity
Task significance
Autonomy
Feedback
Core Job Dimensions
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Based on:
Critical Psychological
States
Personal and Work
Outcomes
Employee Growth-Need
Strength
Innovative Ideas for Motivating
Organizations are using various types of incentive
compensation to motivate employees to higher
levels of performance
Variable compensation is a key motivational tool
Incentive plans can backfire
They should be combined with motivational ideas and
intrinsic rewards
Incentives should reward the desired behavior

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Empowering People to
Meet Higher Needs
Employees receive information about
company performance
Employees have knowledge and skills to
contribute to company goals
Employees have the power to make
substance decisions
Employees are rewarded based on company
performance
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Giving Meaning to Work
through Engagement
Instill a sense of support and meaning
Help employees obtain intrinsic reward
Focus on learning, contribution, and
growth
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THANK YOU.
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