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Chapter 12: Motivation

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Identify and describe content theories of motivation based on employee needs. ... Explain how empowerment heightens employee motivation. ... – PowerPoint PPT presentation

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Title: Chapter 12: Motivation


1
Chapter 12Motivation
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2
Learning Objectives
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  • Define motivation and explain the difference
    between current approaches and traditional
    approaches to motivation.
  • Identify and describe content theories of
    motivation based on employee needs.
  • Identify and explain process theories of
    motivation.
  • Describe reinforcement theory and how it can be
    used to motivate employees.
  • Discuss major approaches to job design and how
    job design influences motivation.
  • Explain how empowerment heightens employee
    motivation.
  • Describe ways that managers can create a sense of
    meaning and importance for employees at work.

3
Motivation is a Challenge
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  • Motivated and enthusiastic employees drive
    success
  • The challenge is to keep employee motivation
    consistent with organizational goals

4
Motivation
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  • Arousal, direction, and persistence of behavior
  • Employee motivation affects productivity
  • Managers must channel motivation

5
Two Types of Rewards
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  • Intrinsic rewards - satisfactions a person
    receives in the process of performing a
    particular action.
  • Extrinsic rewards - given by another person.

6
A Simple Model of Motivation
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Exhibit 12.1
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Foundations of Motivation
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  • Content theories
  • Process theories
  • Reinforcement theories

Contemporary
  • The whole person
  • Employees are complex and motivated by many
    factors

Human Resources
  • Noneconomic rewards
  • Workers studied as social people

Human Relations
  • Systematic analysis of an employees job
  • Economic rewards for high performance

Traditional
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Content Perspectives of Motivation
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  • Hierarchy of Needs Theory
  • ERG Theory
  • Two-Factor Theory
  • Acquired Needs Theory

9
Maslows Hierarchy of Needs
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Exhibit 12.2
10
ERG Theory
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Growth Needs human potential, personal growth,
and increased competence
Relatedness Needs the need for satisfactory
relationships with others
Existence Needs the needs for physical well-being
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Two Factor Motivation Theory
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Exhibit 12.4
12
Acquired Needs Theory
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  • Need for Achievement - desire to accomplish
    something difficult, master complex tasks, and
    surpass others
  • Need for Affiliation - desire to form close
    personal relationships, avoid conflict, and
    establish warm friendships
  • Need for Power - desire to influence or control
    others

13
Process Theories of Motivation
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  • Equity Theory
  • Expectancy Theory
  • Goal Setting Theory

14
Equity Theory
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  • Individuals perceptions of fairness
  • Motivated to seek social equity in rewards
  • Reducing Perceived Inequity
  • Change inputs
  • Change outcomes
  • Distort perceptions
  • Leave the job

15
Expectancy Theory
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Exhibit 12.5
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Goal Setting Theory
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  • Challenging goals increase motivation and
    performance
  • Goals are accepted by subordinates
  • Subordinates receive feedback to indicate their
    progress toward goal achievement

17
Reinforcement Perspective on Motivation
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Exhibit 12.6
18
Schedules of Reinforcement
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Continuous Reinforcement
Partial Reinforcement
Fixed-Interval Schedule
Fixed-Ratio Schedule
Variable-Interval Schedule
Variable-Ratio Schedule
19
Job Design for Motivation
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  • Job design - application of motivational theories
    to the structure of work
  • Job simplification - job design whose purpose is
    to improve task efficiency
  • Job Rotation - rotate employees to provide
    stimulation
  • Job Enlargement - combination of tasks into
    broader job to increase challenge
  • Job Enrichment - incorporating achievement and
    recognition into jobs

20
Job Characteristics Model
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Exhibit 12.9
21
Innovative Ideas for Motivating
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  • Pay for Performance
  • Gain Sharing
  • Employee stock Ownership
  • Lump-sum Bonuses
  • Flexible Work Schedule
  • Team-based Compensation
  • Lifestyle Awards

22
Empowering People to Meet Higher Needs
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  • Information Employees receive company
    information
  • Knowledge - Employees need knowledge and skills
    to contribute
  • Power - Employees have the power to make
    substantive decisions
  • Rewards - Employees are rewarded based on the
    company performance

23
A Continuum of Empowerment
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Exhibit 12.10
24
Giving Meaning to Work
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  • To meet higher-level motivational needs and help
    people get intrinsic rewards from their work is
    to instill a sense of importance and
    meaningfulness
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