1 Motivating Your Employees What is Motivation? The willingness to do something conditioned by the action’s ability to satisfy some need for the individual

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Motivating Your Employees

What is Motivation?

The willingness to do something conditioned by the action’s ability to satisfy some need for the individual.

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A Need

Is a physiological or psychological deficiency that makes certain outcomes seem attractive.

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Understanding Individual Differences

To varying degrees and in particular ways:

We are all different

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And while it is also true that we are all motivated by a wide array of needs at differing levels of intensity,

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It is also possible to identify and generalize about certain personality characteristics that help us better understand the behavior and motivation of employees at work.

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Personality Types &Work-Related Behaviors

Locus of Control

Who has control over an individual’s behavior? Is it; Internal (self-control) or, External (outside forces)

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Machiavellianism

The degree to which an individual is

manipulative and believes ends

justify means.

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Self-Esteem

The Degree to which individuals like

or dislike themselves.

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Self-Monitoring

A personality trait that measures an

individual’s ability to adjust his or

her behavior to external, situational

factors.

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Self-MonitoringHigh self-monitors are capable of presenting striking contradictions between public personas and private selves. Low self-monitors tend to display their true feelings and beliefs in every situation.

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Risk PropensityThe degree to which people are willing to take chances. Such individuals make more rapid decisions and use less information in the process.

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Early Theories of Motivation

Hierarchy of Needs TheoryA theory of Abraham Maslow that states that a satisfied need no longer creates tension and therefore doesn’t motivate.

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Hierarchy of Needs TheoryMaslow believed that the key to motivation is to determine where an individual is along the needs hierarchy and focus motivation efforts at the point where needs become essentially unfulfilled.

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Hierarchy of Needs Theory

Physiological Safety Social Esteem Self-actualization

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McGregor’s Theory X & YTwo diametrically opposed views on human nature. Theory X assumes people are essentially lazy, irresponsible, and lacking ambition;

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McGregor’s Theory X & YTheory Y assumes people are hard working, committed, and responsible.

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McGregor’s Theory X & YMcGregor stated that supervisors will tend to mold their behavior toward subordinates according to these assumptions.

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Herzberg’s Motivation-Hygiene Theory

The opposite of satisfaction is not “dissatisfaction” but “no satisfaction” and the opposite of dissatisfaction is not “satisfaction” but “no dissatisfaction.”

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Herzberg’s Motivation-Hygiene Theory

The factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction.

Motivators - Hygiene Factors

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Hygiene FactorsThose that lead to job dissatisfaction, such as company policy and administration, supervision, interpersonal relations, working conditions, and salary. The elimination of such factors, however, may not necessarily bring about worker satisfaction or motivation.

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If we want to motivate people on their jobs, Herzberg suggests emphasizing achievement, recognition, the work itself, responsibility, and growth.

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Contemporary Theories of Motivation

Need for Achievement (nAch)A compelling drive to succeed; an intrinsic motivation to do something better or more efficiently than it has been done before.

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Reinforcement TheoryPeople will exert higher levels of effort in tasks that are reinforced.

Reinforces are any consequences that, when immediately following a response, increase the probability that the behavior will be repeated.

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Expectancy TheoryA theory that argues that individuals analyze effort-performance, performance-reward, and rewards-personal goals relationships, and their level of effort depends on the strength of their expectations that these relationships can be achieved.

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Applying Motivational Concepts

Recognize individual differences Match people to jobs Set challenging goals Encourage participation Individualize rewards Link rewards to performance Check for equity Don’t ignore money

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Challenges For Today’sSupervisor

A diverse workforce

Low-paid service workers

Professionals

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Pay-for-Performance(Does Money Motivate?)

Compensation plans that pay employees on the basis of some performance measure.

ESOP(Employee Stock Ownership Plan)

A compensation program that allows the employees to become part owners of an organization by receiving stock as a performance incentive.

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Job Design and Motivation

Job Design: combining tasks to form complete jobs. Skill Variety Task Identity Task Significance Autonomy Feedback

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Job Design and Motivation

Job Enrichment: The degree to which a worker controls the planning, execution, and evaluation of his or her work.

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1 Motivating Your Employees What is Motivation? The willingness to do something conditioned by the action’s ability to satisfy some need for the individual