3. Employee Motivation Flashcards
What is motivation?
a desire to reach a goal
+ the energy to work towards that goal
Name the three components that make up emotion…
PID
PERSISTENCE (how long effort exerted)
INTENSITY (how much effort)
DIRECTION (which goal)
name examples of external rewards
- salary
- working conditions
- benefits
name examples of internal rewards
- achievement
- responsibility
- recognition
- growth
Name three TOP reasons people leave their jobs…
- learning opportunity
- FEEDBACK
- bad boss
Does money make you happy?
BRICKMAN ET AL.: lottery winners return to same happiness after a year
KILLINGSWORTH ET AL. wellbeing rises with income BUT income does little for wellbeing when axes made linear
Results of the candle experiment?
Glucksberg et al.
Group 1: no incentive
Group 2: incentive (5$ if in top 25%, $25 for winner)
Group 2 took 3,5 mins longer
When do financial incentives work?
simple tasks
simplified candle experiment –> group 2 won by LARGE margin
Why did financial incentives slow down Group 2 during the first Candle Experiment
- focus narrowed – > fixed functionality
so performance decreased - intrinsic motivation extinguished
–> creates SHORT-TERM THINKER
multiple motives –>
may damage persistence & performance
Why do money incentives work for simple tasks?
no intrinsic motivation in the first place to be undermined
Name 2 myths about pay
1) individual incentive pay improves performance (actually UNDERMINES performance, as OVEREMPHASIZES short term focus)
2) people work for money (more for meaning)
ARLEY ET AL. 2009
mechanical skills –> bonus effective
cognitive skills –> bonus ineffective (even damaging)
8/9 tasks acrss 3 experiments
Differentiate intrinsic from extrinsic motivation.
IN:
- controlled by internal factors, controlled by the self
e. g. amount of effort they expend - person as AGENT
- clear purpose
- not just focused on results
EX:
- rewards e.g. money
- coercion
competition
Summarise maslow’s Hierarchy of Needs
physiological needs, safety needs, social needs,
self-esteem needs, self-actualization needs
- higher order needs can only be satisfied once lower-order needs have been met
- individualistic perspective
- all people have same basic needs
Maslow: a satisfied need is no longer a ___________
MOTIVATOR
name examples of self esteem needs…
fame
recognition
dignity
name examples of self-actualization needs
purpose
freedom
confidence
achievement
What satisfies physiological needs in the workplace?
- rest break
- refreshment break
- physical comfort
- reasonable working hours
What satisfies safety needs in the workplace?
- safe working conditions
- base salary
- job security
What satisfies social needs in workplace?
- friendly coworkers
- interaction with customers
- pleasant superiors
What satisfies SELF ESTEEM needs?
- praise from boss
- perceived high status of role
What satisfies SELF ACTUALIZATION NEEDS?
creative work
challenging work
Who adapted Maslow’s theory to ASIA?
NEVIS
Describe the adaptation of Maslow’s theory to Asia…
too individualistic for asian society
no ESTEEM
social needs > phys > safety > SA
Summarise Alderfer’s ERG Theory…
Existence
Relatedness
Growth
Summarise McGregor’s XY theory…
Theory X: inherent dislike for work, coercion necessary
Theory Y: work is natural (like rest), self-direction when committed to objectives
Theory X management…
authoritarian
tight control
regressive
–> limited, depressed culture
Theory Y management…
liberating, empowering
Summarise Herzberg’s 2-factor-Theory…
MOTIVATOR FACTORS: factors that lead to satisfaction
HYGIENE FACTORS: factors that lead to dissatisfaction
useful motivator factors…
- opportunity for improv
- learning opportunity
- recognition
useful hygiene factors…
- safety standards
- flexibility in working hours
- health benefits
motivational factors =
self esteem and self actualization
hygiene factors =
phys, safety, social needs
2-Factor-Theory: strengths…
- 2 discrete factors
- flexible
- simple
2-Factor-Theory: weaknesses…
- ambiguity of elements (difficulty in classification of factors across environments)
- questionable survey (small sample)
- too general (disregards ind characters)
GEERT-HOSTEDE
cultural dimension approach:
high power distance –> hygiene preferred
high individualism –> both
high masculinity –> motivators preferred
GEERT-HOSTEDE: CHALLENGES
- difficulty being applied to multicultural countries
- other factors relevant
McClelland’s Motivational Needs Theory
APA
ACHIEVEMENT (meeting standard of excellence)
POWER (having an impact)
AFFILIATION (establishing relationships)
McClelland’s Motivational Needs Theory:
what are the two types of power?
personalized power: self-benefit
socialized power: benefit of others
Expectancy Theory VROOM
INSTRUMENTALITY: link between performance and outcome
VALENCE: desirability of outcome
EXPECTANCY: link between effort and performance
effort –> performance –> outcome (valence)
Expectancy Theory VROOM:
practical tips…
EXPECTANCY: workers must feel competent
INSTRUMENTALITY: workers must understand REWARDS
VALENCE: workers must understand the VALUE of their work
Locke’s Goal-setting Theory…
goals must be SPECIFIC and CHALLENGING
Equity Theory (Adams, 1962)
focus: perceived fairness of outcome/input ratio
–> organizational justice
What comprises organizational justice?
DIP
Distributive justice: perceived fairness in specific outcome
Interactional justice: perceived fairness of procedure implementation
Procedural justice: perceived fairness of process used to make decision
What is organizational justice?
perception of fairness in organizations
Motivation through meaningful interpersonal relationships: who was the scientist?
GRANT ET AL. (2007)
Grant et al. 2007
experiment in a fundraising organization
– student shares story on how a scholarship has changed his life by…
a) face-to-face meeting (171% more money raised)
b) letter
c) no exposure
Motivation through meaningful interpersonal relationships:
RADIOLOGISTS
XRAY with patient photo –> diagnostic accuracy improved by 46%
Summary: practical tips!!
PPAIR FF LCG
Positive work environment Participation Autonomy Involvement in results Rewards
Facilitate growth
Feedback
Listen!!!
Celebrate
Gratitude
Why is autonomy effective?
increases intrinsic motivation
