Motivation at Work: From Theory to Practice

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Motivation at Work From Theory to
Practice

• Henry O. Patterson, Ph.D.
• Presentation to RATO
• January 14, 2004

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What Do YOU Want to KnowAbout Motivation Theory
Practice?

• I want to know
• 1.
• 2.
• 3.

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4 Presentation Goals

• 1. Stimulate your thinking about motivation and
  related concepts
• 2. Clear up some common myths about motivation
• 3. Briefly describe 9 theories of motivation
  evaluate validity of each
• 4. List 13 practical applications of motivation
  theory

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5 ObjectivesAt end of session, you will be able
to

• 1. Identify 3 myths about motivation
• 2. Explain how motivation interacts with 2 other
  variables to determine performance
• 3. Identify 3 highly valid theories of
  motivation

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5 Objectives (cont)

• 4. List several motivational Dos
• 5. List several motivational Donts

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What Do YOU Know Alreadyabout Motivation Theory
Practice ??

• Take the Motivation Quiz

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Myths/Truths About Motivation

• 1. Myth Motivation is simple
• Truth Human behavior/motivation is highly
  COMPLEX not easily predicted or controlled
• 2. Myth Everybody is motivated by the same
  factors
• Truth What motivates me will not necessarily
  motivate you
• 3. Myth Performance motivation
• Truth Performance motivation

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Performance Equation
Performance f (Ability X
Motivation X Opportunity) or f (Can Do
X Will Do X Allowed to Do)
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3 Variables Affect Motivation

• Individual Characteristics
• Job Characteristics
• 3. Work Environment Characteristics

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(1) Individual Characteristics

• Interests
• Attitudes towards
• Self
• Job
• Work situation
• Needs
• Security
• Social
• Achievement
• Etc.

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(2) Job Characteristics (for example)

• Types of intrinsic rewards
• Degree of autonomy
• Amount of direct performance feedback

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(3) Work Environment Characteristics

• Immediate work environment
• Peers
• Supervisor(s)
• Organizational actions
• Reward practices
• Individual rewards
• Organizational climate
• Degree of variety in tasks

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Major Work Motivation Theories (1/3)

• Need Theories (WEAK)
• Need Hierarchy (Maslow)
• Achievement, Affiliation, Power Needs
  (McClelland)
• Behavior-Based Theories (STRONG)
• Reinforcement Theory (Skinner)

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Major Work Motivation Theories (2/3)

• Rational/Cognitive Theories (MOD/STRONG)
• Expectancy (Vroom)
• Equity (Adams)
• Self-Regulation Theories (STRONG)
• Goal Setting (Locke)
• Self-Efficacy (Bandura)

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Major Work Motivation Theories (3/3)

• Job Design Theories (MIXED)
• Two-factor (Herzberg)
• Job Characteristics (Hackman Oldham)

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Conclusion (1) 8 Motivation Dos

1. Help identify satisfy multiple unmet needs
2. Match need profile to work (person to job)
3. Reward fairly, regularly, openly
4. Punish swiftly, consistently appropriately
5. Set clear challenging but attainable goals
6. Model desired performance
7. Encourage, support, coach
8. Enrich job (match job to person)

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Conclusions (2) 5 Motivation Donts

• Treat everyone the same (equity not equality)
• Treat everyone like yourself
• Use punishment more than rewards
• Stereotype, label or categorize self/others too
  quickly or without lots of evidence
• Make the fundamental attribution error (tendency
  to overemphasize traits, underemphasize
  situation)

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Questions Reactions
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Final Exam

• 1. Identify 3 myths about motivation
• 2. Explain how motivation interacts with 2 other
  variables to determine performance
• 3. Identify 3 highly valid theories of
  motivation

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Final Exam (cont)

• 4. List several motivational Dos
• 5. List several motivational Donts

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Thanks for your

• Attention
• Participation