Title

Read the PowerPoint from last night's class . Be sure that you've also read chapter 6.2. Write a brief summary that addresses: 1) What motivates you, and why? 2) How is this motivation tied to one of the theories discussed in the book (e.g. one of the levels in Maslow's needs or the Herzberg theory, etc.) 3) What do you think are the most positive reinforcement tools/techniques for you? In other words, what could a supervisor or manager do for you that would really incentivize you and drive positive, successful behavior?3. The paper should be Times New Roman, double space, 12 point and no longer than 2 pages.Organizational BehaviorToday: Please Sit with your Team Project ColleaguesReminders and ClarificationSpeaking in class; listening to othersUsing technology/devices during classConnect assignments: do on time & 10% of total gradeHandling absencesSigning the roster your responsibility and my way to track attendance

Todays AgendaMotivationPerformance managementGoal-settingAssignmentsTeam time

Lets Start with Motivationhttps://www.youtube.com/watch?v=RfDS9r4Tz_g

MotivationMotivation: how much effort you choose to exertWhat makes you choose to exert yourself?Lets start with Maslows pyramid

Maslows Needs

Maslows NeedsCreativity, problem-solvingConfidence, achievementFriendship, teamworkSecuritySalary

More on MotivationWhat drives someone to perform well and to succeed?Lets look at David McClellands theory

McClellands Three Acquired NeedsAchievementDesire to excelOvercome obstaclesSolve problemsSurpass othersMcClellands NeedsAchievementAffiliationDesire for social relationshipsNeed to be likedDesire to join groups

McClellands NeedsAchievementAffiliationPowerDesire to influenceDesire to coach or teachBelief in encouraging others to achieve

Question for YouWhat drives you to perform well and to succeed?AchievementAffiliationPowerLets Discuss One More TheoryHerzbergs Motivator-Hygiene Theory

Herzbergs Theory part 1Hygiene factors make employees dissatisfiedCompany policyTechnical supervisionRelationship with ones supervisorWorking conditionsSalaryIs Money a Dissatisfier?Salary is a dissatisfier?!? Yes!This stems from Herzbergs theory It doesnt mean salary isnt a positive thing

Is Money a Dissatisfier?Salary is a dissatisfier?!? Yes!This stems from Herzbergs theory It doesnt mean salary isnt a positive thingIt means that salary, like other hygiene factors, can cause unhappiness and dissatisfactionIn other words, if you believe youre being paid far less than what youre worth, youll be dissatisfied

Herzbergs Theory part 2Motivating factors make employees satisfiedAchievementRecognitionCharacteristics of the workResponsibilityAdvancement

Compare Herzbergs Motivating Factors with the Top Two Parts of the PyramidAchievement, recognition,characteristics of the work,responsibility, advancement

What are the Implications for Managers?Take the time to understand what drives each of your direct reportsWhat motivates them?What can you do to tap into that?What are the Implications for Managers?Take the time to understand what drives each of your direct reportsUnderstand the best practices associated with leadership and motivationListen and respondEncourage candorMBWAReward and recognize good behaviorShow you careExpress appreciation for a job well doneBefore We Wrap up Motivation A Movie Based on a True StoryThe trailer https://www.youtube.com/watch?v=89Kq8SDyvfg

The MovieBiographical story about Chris GardnerSpent a year on the streets with his two-year-old sonChurch shelter or subway station bathroomWorked two years at Dean Witter, followed by Bear SternsFormed his own brokerage firm in ChicagoBecame a multimillionaire, motivational speaker and philanthropist

24The Job Interview at Dean Witterhttps://www.youtube.com/watch?v=gHXKitKAT1E

Forgive the quality

25Question for YouWhat did he say or do to project that he was motivated?

The Real Chris Gardnerhttps://www.youtube.com/watch?v=vtYpJzQkx1Y

Question for YouWhat do you think Chris Gardner has said is the one secret that helped him change his life?Chris Gardner"Passion is everything. In fact, you've got to be borderline fanatical about what you do.

July 23, 2007 BloombergBusiness

Think about What drives you to perform well and succeed?What are your motivators?Think about What drives you to perform well and succeed?What are your motivators?If you follow your passion, youll be happy.Todays AgendaMotivationPerformance managementGoal-settingAssignmentsTeam time

Performance Management: Key Takeaways from Chapter 6Three purposes for performance management:Make employee-related decisionsTied to promotion and pay actions, new assignmentsDocument performance problemsGuide employee developmentClear description of an employees strengths and weaknessesSend strong signals on an employees duties and how to advance in the organizationOther Takeaways from Chapter 6Chart on page 183: effective performance management systemHow SMART goals are usedSpecific, measurable, attainable, results oriented, time-boundThe difference between extrinsic and intrinsic rewardsHow 360-degree feedback is usedConsider transparency, anonymity, and whether or not to use them for pay/promotionsPerformance Management Questions1. According to the textbook, what are the two major weaknesses of todays performance management systems?Lack of clear goals and honest feedbackNo tie-in to salary reviews or promotionsToo much time on documentation and little follow-up action Performance Management Questions1. According to the textbook, what are the two major weaknesses of todays performance management systems?Lack of clear goals and honest feedbackNo tie-in to salary reviews or promotionsToo much time on documentation and little follow-up action Performance Management Questions2. The performance review is just one of the steps in an effective performance management process. True or false? Performance Management Questions2. The performance review is just one of the steps in an effective performance management process. True or false?

The others are:Define performanceMonitor and evaluate performanceProvide consequences (rewards or punishment) Performance Management Questions3. Whats the bottom line (the ultimate goal) for successful performance management, according to the chapter?Strong Glassdoor ratings that result in high recruitment numbersLower turnover and higher engagementHigher customer satisfaction and increased profitsB and CAll of the abovePerformance Management Questions3. Whats the bottom line (the ultimate goal) for successful performance management, according to the chapter?Strong Glassdoor ratings that result in high recruitment numbersLower turnover and higher engagementHigher customer satisfaction and increased profitsB and CAll of the abovePerformance Management Questions4. For 360-degree feedback, the textbook authors recommend that reviews be anonymous and that reviews not be used for pay and promotion decisions.True or false? Performance Management Questions4. For 360-degree feedback, the textbook authors recommend that reviews be anonymous and that these reviews not be used for pay and promotion decisions. True or false? Performance Management Questions5. What are some examples of positive reinforcement in the workplace? Performance Management Questions5. What are some examples of positive reinforcement in the workplace?Saying thanksSmall gift Recognition at a meetingEmployee of the monthMajor company award, honor or tripSpot bonusSize of the salary increase or bonus

Linking Compensation to PerformanceImportant!

If youre trying to encourage positive behaviors and actions (or discourage negative behavior), your performance management and compensation system are critical!Remember the BP example from the text: 100 percent of variable pay (bonus) was tied to safety in Q4 2010

A Quick Intro to Employee BenefitsQuestion for YouCan benefits be aligned with Maslows needs?

Questions for YouCan benefits assist with recruiting and retention?Reflect the companys culture?Build employee engagement?

How Benefits Have ChangedThenNowHealth and dental plansEducational assistancePromotionsService anniversary awardsFlextimeVacation, sick and holidaysDefined benefit retirement

Health and dental plansEducational assistancePromotionsPaid sabbaticalsFlexible schedules/locationPaid time offDefined contributionsHow About These?Mentor programsCommunity service time offPaid family leave Partner benefitsDay care and fitness centersGame rooms and free food

Performance Management Issues in the News Eliminating performance reviews: Accenture, GE, MicrosoftReplacing forms with feedback after assignments

Unlimited vacation policy: Grant Thornton, LinkedIn

Todays AgendaMotivationPerformance managementGoal-setting AssignmentsTeam time

Goals versus ObjectivesGoals:What we want to achieveBroad and overarching

Goals versus ObjectivesGoals:What we want to achieveBroad and overarching

Objectives:Specific and measurableClear timeframe

Examples of GoalsBe viewed as a good corporate citizenBe the number one company in our marketProduce top-quality productsBuild a reputation for excellenceAttract the best and the brightestGenerate the best client service reputation in the industry

Examples of ObjectivesIncrease product sales by x%Increase donations by x%Reduce employee turnover by x%Increase market share to x%Add x% new membersTodays AgendaMotivationPerformance managementGoal-setting AssignmentsTeam time

AssignmentsRead chapter 7: Positive OB Read two brief articles (posted on BB)Do one Connect exerciseBring book (online or text) and the two articles to next weeks classWell be using these for an in-class activitySkill-Building Challenge - REMINDERIdentify one capability associated with one of the four elements of emotional intelligence that you want to improveSee the chart on page 97Take one positive step between now and Nov. 4Well discuss these during class that eveningTodays AgendaMotivationPerformance managementGoal-setting AssignmentsTeam time

Before Team TimeConsider Terris discussion from last week Question for YouWhat did she say that will be relevant to your team effectiveness?

Question for YouWhat did she say that will be relevant to your team effectiveness?Build a relationship; get to know each otherCount on each other: commit to deadlinesHave courage: express yourself if theres a problemTake personal responsibility (observer)Decide on how/when to communicate

Also, Consider Maslows NeedsWhat are your team goalsand objectives?Creative and innovativeThe best you could doTeam rapport/funGood gradeCompletion

Questions?See you next week!