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Chapter-16

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12 views29 pages

Chapter-16

Uploaded by

emonahmed.kl
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Chapter 16

Managing Employee Motivation and


Performance
Definition
Of
Motivation
Motivation

The set of forces that cause


people to behave in certain
ways
The Motivational Framework

Choice of
Need or Search for ways
behavior to
deficiency to satisfy needs
satisfy need

Determination of
future needs and Evaluation of
search/choice for need satisfaction
satisfaction
Content
Perspectives on
Motivation
Content Perspectives
Approaches to motivation that
try to answer the question,
"What factors in the workplace
motivate people?”
Maslow’s Hierarchy of Needs
Suggests that people must
satisfy five groups of needs in
order physiological, security,
belongingness, esteem, and
self-actualization
Maslow’s Hierarchy of Needs
ERG Theory
Suggests that people’s needs
are grouped into three possibly
overlapping categories
existence, relatedness, and
growth
ERG Theory

Growth Needs
Include the needs for self-esteem and self-
actualization.

Relatedness Needs
Focus on how people relate to their social
environment.

Existence Needs
Existence needs correspond to the physiological
and security needs.
The Two-Factor Theory
Suggests that people’s
satisfaction and dissatisfaction
are influenced by two
independent sets of factors—
motivation factors and hygiene
factors
The Two-Factor Theory of Motivation
Individual Human Needs

Need for Achievement


01 The desire to accomplish a goal or task
more effectively than in the past

Need for Affiliation


02 The desire for human
companionship and acceptance

Need for Power


03 The desire to be influential in a
group and to control one’s
environment
Process
Perspectives on
Motivation
Process Perspectives
Approaches to motivation that
focus on why people choose
certain behavioral options to
satisfy their needs and how they
evaluate their satisfaction after
they have attained these goals.
Expectancy Theory
Suggests that motivation depends
on two things—how much we
want something and how likely we
think we are to get it
Expectancy Theory

1. Effort-to-Performance Expectancy 3. Outcomes


The individual’s perception of the probability Consequences of behaviors in an
that effort will lead to high performance organizational setting, usually rewards

2. Performance-to-Outcome Expectancy 3. Valence


The individual’s perception that performance will An index of how much an individual
lead to a specific outcome desires a particular outcome; the
attractiveness of the outcome to the
individual
The Expectancy Model of Motivation
Equity Theory
Suggests that people are
motivated to seek social equity in
the rewards they receive for
performance
Goal-Setting Theory

The goal-setting theory of motivation


assumes that behavior is a result of
conscious goals and intentions.

Therefore, by setting goals for people


in the organization, a manager should
be able to influence their behavior.
Goal-Setting Theory

Goal Difficulty

The extent to which a


goal is challenging and
requires effort.
The clarity and
precision of the goal.

Goal Specificity
Reinforcement
Perspectives on
Motivation
Reinforcement Theory
Approach to motivation that
argues that behavior that results
in rewarding consequences is
likely to be repeated, whereas
behavior that results in
punishing consequences is less
likely to be repeated
Arrangement of the Reinforcement Contingencies

Positive Reinforcement Avoidance


A method of strengthening Used to strengthen behavior by
behavior with rewards or positive avoiding unpleasant consequences
outcomes after a desired behavior that would result if the behavior
is performed were not performed

Punishment Extinction
Used to weaken undesired Used to weaken undesired
behaviors by using negative behaviors by simply ignoring or
outcomes or unpleasant not reinforcing them
consequences when the behavior
is performed
Schedules for Applying Reinforcement

Fixed-Interval Schedule Variable-Interval Schedule


Provides reinforcement at fixed Provides reinforcement at varying
intervals of time, such as regular intervals of time, such as
weekly paychecks occasional visits by the supervisor

Fixed-Ratio Schedule Variable-Ratio Schedule


Provides reinforcement after a fixed Provide reinforcement after
number of behaviors regardless of the varying numbers of behaviors are
time interval involved, such as a performed, such as the use of
bonus for every fifth sale complements by a supervisor on
an irregular basis
Popular Motivational Strategies

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

Compressed Work Schedule Flexible Work Schedule

Job Sharing Telecommuting


Reward System
The formal and informal
mechanisms by which employee
performance is defined,
evaluated, and rewarded
Different Reward Systems

Merit Pay Plan (Individual) Piece-Rate Incentive Plan


(Individual)

Employee stock ownership plans


Profit Sharing Plan (Group)
(ESOPs) (Group)

Stock Option Plan (Executive)

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