MOTIVATION OBJECTIVES Understand motivation theory Apply motivation theory

MOTIVATION

OBJECTIVES • Understand motivation theory • Apply motivation theory to actual situations

EXPECTANCY THEORY • Expectancy – If I put in the effort, will I be able to perform acceptably? • Instrumentality – If I perform acceptably, will I get an outcome? • Valence – Is the outcome something I desire?

HERZBERG • Motivators (growth, recognition, responsibility, achievement, etc. ) No Satisfaction • Hygiene Factors (supervision, salary, work conditions, security, etc. ) Dissatisfied No Satisfaction • You can be satisfied and dissatisfied at the same time

INTRINSIC MOTIVATION Psychological States • Meaning – innate worthiness of the task; the value or significance of mission/purpose • Competence – Confidence in one’s ability to perform. • Self-Determination – discretion and autonomy in determining how to do work • Impact – degree to which person can influence strategic, administrative, or other work outcomes; sense of advancement related to one’s purpose

STRATEGIES TO INCREASE MEANING • Providing a noncynical climate • Clearly identifying passions • Providing an exciting vision • Ensuring relevant task purposes • Providing whole tasks

STRATEGIES TO INCREASE SELFDETERMINATION • Delegating authority • Demonstrating trust in workers • Providing security and allowing for honest mistakes • Providing a clear purpose • Providing information

STRATEGIES TO INCREASE COMPETENCE • Getting the knowledge you need • Getting the positive feedback you need and listening • Recognizing your own skills • Managing challenge in your own work • Setting high, noncomparative standards

STRATEGIES TO INCREASE IMPACT • Building collaborative relations • Developing your own milestones • Taking the time to celebrate successes • Making contact with customers • Measuring improvements and tracking intrinsic motivation

EXTRINSIC REWARDS • Economic Incentives • Symbols of Prestige or Status • Job Content/Recognition

CHARACTERISTICS OF BEST PLACES TO WORK • Pay/Benefits – near or at top of industry • Opportunities – education, training, opportunities • • to grow and develop skills Job Security – no layoffs Pride in Work/Company – feel connection with product/service. Pride in accomplishments Openness/Fairness – senior leaders accessible, two-way communication, employees informed Camaraderie/Friendliness – part of family or team, enjoy working for company, fun.

PUNISHED BY REWARDS (Alfie Kohn) • Rewards control behavior through seduction. They are a way for people in power to manipulate those with less power • Rewards ruin relationships • Rewards reduce risk taking, creativity, and innovation. • Rewards ignore reasons. For example, salesman may be blamed although bad packaging or pricing may be the real reason for low sales