GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION - PowerPoint PPT Presentation

Loading...

PPT – GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION PowerPoint presentation | free to download - id: 3c6a3a-ZTM4N



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION

Description:

GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION MOTIVATIONAL FRAMEWORK Goal Setting and Motivation Goal setting is a useful method of enhancing employee performance. – PowerPoint PPT presentation

Number of Views:220
Avg rating:3.0/5.0
Slides: 21
Provided by: myLiucIt
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION


1
GOAL SETTING AND JOB DESIGN APPROACHES TO
MOTIVATION
2
MOTIVATIONAL FRAMEWORK
Experienced need deficiencies
Search for ways to satisfy needs
Choice of goal- directed behaviors
Enactment of behavioral choice (performance)
Reassessment of need deficiencies
Experienced rewards or punishment
3
Goal Setting and Motivation
  • Goal setting is a useful method of enhancing
    employee performance. From a motivational
    perspective, a goal is a ____________________.
  • Goal setting, as a theory of motivation, assumes
    that behavior is a result of ________________ and
    _______________.

4
Goals are useful for two purposes
  • Goals provide a useful framework for managing
    motivation. Managers and employees can set goals
    for themselves and then work toward them.
  • Goals are an effective _________ device control
    is monitoring by management of how well the
    organization is performing.

5
GOAL SETTING Four Key Parts
  • Goal Difficulty
  • Is the extent to which a goal is _____________
    and requires effort. Difficult, yet realistic,
    goals are the most effective.
  • Goal Specificity
  • Is the ________ and _________ of a goal.
    Specific, rather than vague, goals are the most
    effective.

6
GOAL SETTING Four Key Parts
  • Goal Acceptance
  • Is the extent to which persons accept goals as
    their own.
  • Goal Commitment
  • Is the extent to which a person is personally
    interested in reaching a goal.

7
The Goal-Setting Theory of Motivation
8
Broader Perspectives on Goal Setting
  • Overall Goals

Subsidiary/Unit Goals
Subordinate Goals
Review and Revise Subordinate Goals
9
Management By Objectives (MBO)
  • A collaborative goal-setting process through
    which organizational goals _______ down
    throughout the organization.
  • MBO programs help implement goal-setting theory
    on a systematic basis throughout the
    organization.

10
Goal Setting and Motivation
  • DO THESE IDEAS TRANSFER TO OTHER CULTURES?
  • ARE DIFFICULTY, SPECIFICITY, ACCEPTANCE, AND
    COMMITMENT IMPORTANT IN ALL CULTURES?

11
Job Characteristics Model
Personal and Work Outcomes
Low absenteeism and turnover
High satisfaction with the work
High quality work performance
High internal work motivation
12
Job Characteristics Model
Three Critical Psychological States
Knowledge of actual work results
Experienced responsibility for work outcomes
Experienced meaningfulness of work
Personal and Work Outcomes
Low absenteeism and turnover
High satisfaction with the work
High quality work performance
High internal work motivation
13
Job Characteristics Model
Five Job Characteristics
Skill variety Task identity Task significance
Feedback
Autonomy
Three Critical Psychological States
Knowledge of actual work results
Experienced responsibility for work outcomes
Experienced meaningfulness of work
Personal and Work Outcomes
Low absenteeism and turnover
High satisfaction with the work
High quality work performance
High internal work motivation
14
Job Characteristics Model
Five Job Characteristics
Skill variety Task identity Task significance
Feedback
Autonomy
Three Critical Psychological States
Growth Need Strength
Knowledge of actual work results
Experienced responsibility for work outcomes
Experienced meaningfulness of work
Personal and Work Outcomes
Low absenteeism and turnover
High satisfaction with the work
High quality work performance
High internal work motivation
15
Job Characteristics Theory Core Job Dimensions
  • Skill Variety
  • The degree to which the job requires a variety of
    activities that involve different skills and
    talents.
  • Task Identity
  • The degree to which the job requires completion
    of a whole and an identifiable piece of work.
  • The extent to which a job has a beginning and an
    end with a tangible outcome.
  • Task Significance
  • The degree to which the job affects the lives or
    work of other people, both in the immediate
    organization and in the external environment.

16
Job Characteristics Theory Core Job Dimensions
  • Autonomy
  • The degree to which the job allows the individual
    substantial freedom, independence, and discretion
    to schedule the work and determine the procedures
    for carrying it out.
  • Feedback
  • The degree to which the job activities give the
    individual direct and clear information about
    the effectiveness of his or her performance.

17
Job Characteristics Theory Critical
Psychological States
  • Experienced meaningfulness of the work
  • The degree to which the individual experiences
    the job as generally meaningful, valuable, and
    worthwhile.
  • Experienced responsibility for work outcomes
  • The degree to which individuals feel personally
    accountable and responsible for the result of
    their work.
  • Knowledge of results
  • The degree to which individuals continuously
    understand how effectively they are performing
    their job.

18
Job Characteristics Model
Five Job Characteristics
Skill variety Task identity Task significance
Autonomy
Feedback
Three Critical Psychological States
Growth Need Strength
Experienced meaningfulness of work
Knowledge of actual work results
Experienced responsibility for work outcomes
Personal and Work Outcomes
High quality work performance
High internal work motivation
High satisfaction with the work
Low absenteeism and turnover
19
JOB DESIGN ACROSS CULTURES
  • WHAT ARE THE KEY PARTS OF THIS APPROACH THAT WILL
    DETERMINE WHETHER OR NOT THIS APPROACH WILL WORK
    IN OTHER CULTURES?
  • DESIRE FOR CORE JOB DIMENSIONS?
  • CRITICAL PSYCHOLOGICAL STATES?
  • IMPORTANCE OF GROWTH NEEDS?

20
MOTIVATIONAL FRAMEWORK
Experienced need deficiencies
Search for ways to satisfy needs
Choice of goal- directed behaviors
Enactment of behavioral choice (performance)
Reassessment of need deficiencies
Experienced rewards or punishment
About PowerShow.com