Motivation II Intrinsic Motivation NOTE Group formation in

Motivation II: Intrinsic Motivation (NOTE: Group formation in section this week; must attend section to get into a group for your project)

Recap • Motivation – Desire and commitment – Behaviors towards goals • Extrinsic motivation – Reinforcements, rewards – Inadequate alone – Unavailable as tool to most • Intrinsic motivation – Psychic income

Intrinsic motivation models • Need based – Hierarchy of needs – 2 -factor theory – Theory XYZ • Goal Setting • Job Characteristics

Maslow’s hierarchy of needs Self actualization Esteem Social Safety Physiological

Herzberg’s 2 factor Theory dissatisfaction Hygiene Factors satisfaction 0 Company policy Supervision Relationship with Boss Work conditions Salary Relationship with Peers Personal life Relationship with Subordinates Status Security Achievement Recognition Work itself Responsibility Advancement Growth Motivators

Theory X & Y What are your employees doing while you are away?

Theory X Y (and Z) Theory X Theory Y View of work: Dislike and avoid it As natural as rest or play Whole part of a person Attitude toward responsibility: Avoid it, Seek formal direction Accept and seek it Collective responsibility Attitude toward innovation: Security valued over ambition Individuals capable of innovation Whole is better than sum of parts Ability to control: Coerced, controlled, threatened Self direction, self control Implicit control by loyalty to team Theory Z

Locke’s Goal Setting • Process -- how goals are set? – Must be well understood – Participative goal setting – Sanitation company • Content -- what the goals are? – Specific – Measurable – Challenging • Feedback -- how am I doing?

Job Characteristics Model task significance task identity skill variety Meaningfulness autonomy Responsibility feedback Knowledge of Results High Motivation

Assembly lines • • • Task significance? Task identity? Task variety? Autonomy? Feedback?

Moderators of task characteristics • Organizational cues – Perception matters more than reality – Social cues • Individual differences – Self esteem – Efficacy – Growth need strength

Intrinsic Motivation • Fulfill growth and advancement needs • Psychic income • Focus: – Whole person’s needs – Goals – Task design

Extrinsic or intrinsic? • Extrinsic as “knee jerk” • Intrinsic: – Cheaper – Lasts longer – Bigger effect – More difficult to implement