EMPLOYEE MOTIVATION

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EMPLOYEE MOTIVATION

• MGMT 371
• CHAPTER 6

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EMPLOYEE MOTIVATION

• Job Performance Model
• Need Theories
• Motivational Job Design
• Intrinsic Motivation
• Job Satisfaction
• Work/Family

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A Job Performance Model of Motivation
Figure 6-1
Individual Inputs
Skills
Ability, Job knowledge Dispositions
Traits Emotions, Moods, Affect Beliefs Values
Motivational Processes
Arousal Attention Intensity

Direction Persistence
Motivated Behaviors
Job Context
Physical Environment Task Design Rewards
Reinforcement Supervisory Support
Coaching Social Norms Organizational Culture
Enable, Limit
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A Job Performance Model of Motivation (Cont.)
Figure 6-1
Skills
Individual Inputs
Motivated Behaviors
Focus Direction, What we doIntensity Effort,
how hard we tryQuality Task
strategies, the way we do
itDuration Persistence, how
long we stick to it
Motivational Processes
Performance
Job Context
Enable, Limit
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Job Performance Model

• Motivational Processes
• Arousal
• Attention and direction
• Intensity and Persistence
• Individual inputs
• Job inputs
• Motivated behaviors
• Performance

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NEED THEORIES

• Maslows Hierarchy
• McClellands

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McClellands Need Theory

• Need for achievement Desire to accomplish
  something difficult.
• Need for affiliation Desire to spend time in
  social relationships and activities.
• Need for power Desire to Influence, coach,
  teach, or encourage others to achieve.

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Designing Motivating Jobs

• Mechanistic Approach
• Motivational Approach
• Job Enlargement
• Job Rotation
• Job Enrichment
• Herzberg
• Job Characteristics Model
• Biological Approach

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INTRINSIC MOTIVATION

• Define
• Model
• Meaningfulness
• Choice
• Competence
• Progress
• Implications

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The Job Characteristics Model
Figure 6-3
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Herzbergs Motivator-Hygiene Model
Figure 6-2
No Satisfaction SatisfactionJobs that do
not Jobs offeringoffer achievement, achievement
,recognition, recognition, stimulating
work, stimulating work,responsibility, responsi
bility,and advancement. and advancement.
Motivators
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Herzbergs Motivator-Hygiene Model (Cont.)
Figure 6-2

Dissatisfaction No
DissatisfactionJobs with poor
Jobs with goodcompany
policies
company policies and administration,
and administration, technical
supervision,
technical supervision,salary, interpersonal
salary,
interpersonalrelationships with
relationships
withsupervisors, and
supervisors, andworking conditions.
working conditions.
Hygiene Factors
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A Model of Intrinsic Motivation
Figure 6-5
Opportunity rewards
Accomplishment rewards
From task activities
From task purpose
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JOB SATISFACTION

• Define
• Causes
• Needs fulfilled
• Gap closed
• Value attainment
• Equity
• Glass half full

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Correlates of Job Satisfaction
Table 6-1
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Work/Family Balance

• Spillover
• Compensation Effect
• Segmentation Hypothesis
• Spillover Model
• Work-Family Conflict
• Managerial
• implications