Motivation pt 1_2013.ppt

7/27/2019 Motivation pt 1_2013.ppt

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Motivation



Plan for today

Understanding theories of motivation

How to motivate yourself

How to motivate others



Question

Describe a time you were really motivated

Describe a time when you were reallyunmotivated



Video

Office Space



Theories of motivation

Expectancy theory

Equity theory

Goal setting theory



Expectancy theory



Expectancy Theory model (cont.)

It is the multiplicative relationship between

these variables that determine motivation.

M=Expectancy*Instrumentality*Valence



Expectancy

Expectancy(EffortPerformance):

Perception that an individual’seffort will result in a particular level of performance



Expectancy (cont.)

Factors impactingexpectancy

Self-efficacy

Goal difficulty

Control



Instrumentality

Instrumentality (PerformanceOutcome):

better job performance will lead to

organizational rewards, such as an increase in

salary or benefits

Rewards: Pay increase, promotion, recognition

or sense of accomplishment

Instrumentality is low when the reward is the

same for all performances given.



Instrumentality

Factors:

Trust

Control

Policies.



Valence

Valence (V) - Strength of an individual’s preference for a particular outcome. Howmuch value we place on the potentialoutcome. Do I want it?



Valence (Cont)

Outcome valence is

from -1 to 1

Factors: Individual's

values, needs, goals,

preferences



Expectancy theory

Mental process an individual undergoes to

make a choice.

Emphasizes self interest in the alignment of

rewards with employee's wants.

Assumes rationality

Best when choosing between alternatives Also useful when diagnosing procrastination



Expectancy Theory

Predicts: Performance, effort, intentions,

preferences, and choice.

Managers can facilitate motivation by helping

employees believe that they can achieve their

goals by providing training, support, resources,

and following through on rewards.



Expectancy Theory

How does this explain why money doesn’t

always motivate?



Exercise



Equity theory



Equity Theory

A model of motivation that explains behavior as a

striving for fairness in social exchange relationships.

A cognitive theory of motivation because it is afunction of the individuals perceptions, thoughts, and

beliefs.

The primary process by which these perceptions are

formed is social comparison.



Components of equity theory

Individual’s outcomes

Individual’s inputs

Comparison other’s outcomes

Comparison other’s input

What do you think?

•Inputs:

• Outputs:



Equity (Cont)

It is a comparison between ratios, not

outcomes



A note on social comparisons

Humans have a drive to evaluate themselves

by examining their opinions and abilities in

comparison to others.

However, the tendency to compare oneself

with some other specific person decreases as

the difference between his opinion or ability

and one’s own become more divergent.



Equity Theory

Assumptions of Equity Theory

Employees expect a fair return for what they

contribute to their jobs.

Social comparison: Employees determine what

their equitable return should be after comparing

their inputs and outcomes with those of their

coworkers.



Equity theory

How the process works

Inequitable relationships cause distress.

We are distressed in either direction of inequity. The

person who gets too much may feel guilt or shame. The

person who gets too little may feel angry or humiliated.

The greater the inequity the greater the distress

People will take action to remedy the inequity.



Equity theory remedies

Cognitively distorting the inputs and/or

outcomes in their own minds

Directly altering inputs and/or outputs

Leaving the organization, which can take theform of absenteeism, tardiness, or turnover.



Implications for Managers

Fairness is subjective

There are limits to how much of a gap there can

be between senior and line employees in salary Manage perceptions of fairness because they can

be incorrect

Paying someone more does not necessarily getyou more effort

Documents

Motivation pt 1_2013.ppt