2004 Wadsworth a division of Thomson Learning Inc

© 2004 Wadsworth, a division of Thomson Learning, Inc Employee Motivation 1

© 2004 Wadsworth, a division of Thomson Learning, Inc Free Write Describe a job in which you were motivated to perform well. Why do you think you were so motivated? Describe a job in which you were not very motivated? Why the lack of motivation? 2

© 2004 Wadsworth, a division of Thomson Learning, Inc Individual Differences in Motivation • Self-esteem – Chronic – Situational – Socially influenced • Need for achievement • Intrinsic motivation 3

© 2004 Wadsworth, a division of Thomson Learning, Inc What is Your Level of Self-Esteem? Exercise 9 -1 4

© 2004 Wadsworth, a division of Thomson Learning, Inc What is Your Level of Intrinsic Motivation? Exercise 9 -2 5

© 2004 Wadsworth, a division of Thomson Learning, Increasing Self-Esteem • Self-esteem workshops • Experience with success – self-fulfilling prophecy – trying new experiences and taking little steps • Supervisor behavior – Pygmalion effect – Golem effect 6

© 2004 Wadsworth, a division of Thomson Learning, Inc Need for Achievement • • Mc. Clelland (1961) Need for achievement Need for affiliation Need for power 7

© 2004 Wadsworth, a division of Thomson Learning, Inc Japan’s Work Ethic (CNN Video 1998) 8

© 2004 Wadsworth, a division of Thomson Learning, Inc Employee Values and Expectations • Have the employee’s expectations been met? – Realistic job previews (RJPs) – Job descriptions • Have the employee’s needs, values and wants been met? – Maslow’s Needs Hierarchy – ERG Theory – Two-factor Theory 9

© 2004 Wadsworth, a division of Thomson Learning, Inc Maslow’s Need Hierarchy Self-Actualization Needs Ego Needs Social Needs Safety Needs Basic Biological Needs 10

© 2004 Wadsworth, a division of Thomson Learning, Inc ERG Theory • Growth • Relatedness • Existence 11

© 2004 Wadsworth, a division of Thomson Learning, Inc Two-Factor Theory • Motivators – – Responsibility Growth Challenge Job control • Hygiene factors – – Pay Benefits Coworkers Security 12

© 2004 Wadsworth, a division of Thomson Learning, Inc Comparison of Needs Theories 13

© 2004 Wadsworth, a division of Thomson Learning, Inc Setting Goals • • • Specific Measurable Difficult but attainable Relevant Time bound Employee participation 14

© 2004 Wadsworth, a division of Thomson Learning, Inc Setting Goals CD-ROM Exercise 15

© 2004 Wadsworth, a division of Thomson Learning, Inc Providing Feedback • Positive Feedback – should be specific – should be sincere – should be timely • Negative Feedback – should be constructive – concentrate on behaviors – always give in private 16

© 2004 Wadsworth, a division of Thomson Learning, Inc What examples have you had in on the job feedback? How successful were they? 17

© 2004 Wadsworth, a division of Thomson Learning, Inc Office Space (DVD Segment 13) 18

© 2004 Wadsworth, a division of Thomson Learning, Inc 9 to 5 (DVD Segment 5: The Xerox Room) 19

© 2004 Wadsworth, a division of Thomson Learning, Inc Rewarding Excellent Performance • Timing of the reward • Contingency of the reward • Type of reward 20

© 2004 Wadsworth, a division of Thomson Learning, Inc The Premack Principle • Different things reinforce different people • We can get people to engage in behaviors they don’t like (e. g. , studying) by reinforcing them with the opportunity to engage in behaviors they like better (e. g. , taking out the trash) 21

© 2004 Wadsworth, a division of Thomson Learning, Inc Sample Reinforcement Hierarchy Most Desired - Money - Time off from work - Lunch time - Working next to Wanda - Supervisor praise - Running the press - Getting printing plates - Throwing out oily rags - Typesetting - Cleaning the press Least Desired 22

© 2004 Wadsworth, a division of Thomson Learning, Inc Your Own Reinforcement Hierarchy Exercise 9 -3 23

© 2004 Wadsworth, a division of Thomson Learning, Inc Financial Incentive Plans • Individual Incentive Plans – pay for performance – merit pay • Organizational Incentive Plans – profit sharing – gainsharing – stock options 24

© 2004 Wadsworth, a division of Thomson Learning, Inc Variable Pay Individual Group Other methods • Recognition • Travel Adjustments • Location (COLAs) • Shift Base Pay • Market value • Job evaluation Benefits: Health care etc. 25

© 2004 Wadsworth, a division of Thomson Learning, Inc Why was the internet bust such a big deal for so many people? 26

© 2004 Wadsworth, a division of Thomson Learning, Inc CNN Video (2000) - Motivation 27

© 2004 Wadsworth, a division of Thomson Learning, Inc Punishing Poor Performance 28

© 2004 Wadsworth, a division of Thomson Learning, Inc Treating Employees Fairly Equity and Keeping Promises 29

© 2004 Wadsworth, a division of Thomson Learning, Inc Are Rewards And Resources Given Equitably? • Equity Theory • Components – inputs – outputs – input/output ratio • Possible Situations – underpayment – overpayment – equal payment 30

© 2004 Wadsworth, a division of Thomson Learning, Inc Equity Theory • Underpayment – Work less hard – Become more selfish – Lower job satisfaction • Overpayment – No guilt feelings – Work harder – Become more team oriented 31

© 2004 Wadsworth, a division of Thomson Learning, Inc Using Equity Theory CD-ROM Exercise 32

© 2004 Wadsworth, a division of Thomson Learning, Inc Expectancy Theory • Expectancy • Instrumentality • Valence 33

© 2004 Wadsworth, a division of Thomson Learning, Inc Motivation Level of Other Employees Social Learning 34

© 2004 Wadsworth, a division of Thomson Learning, Inc Applied I/O Psych Segment 1 35

© 2004 Wadsworth, a division of Thomson Learning, Inc Exercise 9 -4: Case Study 36

© 2004 Wadsworth, a division of Thomson Learning, Inc Exercise 9 -5: Your Own Theory 37