Motivation Pt 3 2013 Class

7/29/2019 Motivation Pt 3 2013 Class

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Motivation

Part 3


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Update

Announcements

Lincoln Case


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Plan for today

Understanding theories of motivation

Problems with incentive plans

How to design incentive plans considering the

problems


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Problems with incentive plans

Extrinsic vs. intrinsic


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Extinsic

Extrinsic Motivation: The desire to act based

on factors external to the individual


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Intrinsic Motivation

Intrinsic Motivation: The desire to take actionbased on factors within the individual. Derived

from interests.


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Video


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Watch you are rewarding

WW2 vs. Vietnam


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Reward: Staying alive WW1


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10


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Intrinsic motivation sounds nice, but we live in

the real world, so how do we make an incentive

system that works

Designing incentive systems at

work Pt1


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Job Characteristics Theory

Autonomy

Task identity

Variety Task significance

Feedback


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Quick word on Maslow


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Five propositions for JCT

To the extent that individuals believe they obtain an outcomethey value by engaging in some particular behavior, thelikelihood that they will engage in the behavior increases.

Outcomes are valued to the extent that they fulfill the

physiological and psychological needs of the individual To the extent that the situation at work can be arranged to

fulfill those needs , employees will work harder

Most lower-level needs society has already satisfied

Individuals who desire higher order needs will be most likelyto obtain them when they work effectively on meaningful jobsthat provide feedback on the adequacy of their personal workactivities.


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Intrinsic motivation sounds nice, but we live in

the real world, so how do we make an incentive

system that works

Designing incentive systems at

work Pt2


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Goal Setting Theory

Goal

SelectionPerformance Contingent

rewards

SatisfactionConsequences

Ability, commitment,

feedback, self-efficacy


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Factors affecting Goal Setting

Goal difficulty: the level of difficulty to

achieve the goal.

Goal specificity: the goal should be relatively

clear and precise in its target.

Goal acceptance: the extent to which a person

adopts a goal as his or her own.


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Individual factors

Goal Commitment: the extent to which a person is

interested to reach the goal- especially important

when dealing with difficult or complex goals.

Attainability: individuals must believe they canattain a defined goal.

Self-efficacy: the higher someones self-efficacy

regarding a certain task, the more likely they will set

higher goals, and the more persistence they will

show.


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The importance of feedback

Feedback: Goal-setting may have little effect if

individuals cannot check where the state of

their performance is in relation to their goal.

This is where technology can help.


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Limitations

Goal alignment

Not a one-size-fits-all

Gets complicated with goals that requireinterdependence.

Documents

Motivation Pt 3 2013 Class