5 Motivation, Performance Appraisals, and Job Satisfaction Flashcards
Define motivation
The force that energises people to act, directs behaviour toward the attainment of specific goals and sustains the effort expended in reaching those goals
What are the types of motivation theories
(1) Need theories
(2) Behaviour-based theories
(3) Job design theories
(4) Cognitive theories
How does the need theory describe motivation and provide an example
Motivation is the process of the interaction among various needs and the drives to satisfy those needs
Example: Achievement motivation theory
We try to match the jobs so it suits the needs that they have
Explain the Achievement Motivation Theory
Is a need theory of motivation
Three needs are central to worker motivation
- Need for achievement
- Need for power
- Need for affiliation
Everyone has different levels of these and can thus be motivated in different ways.
Well tested and led to useful interventions
- Programs that match worker’s motivational profiles to particular jobs
- Achievement training programs
How do behaviour-based theories describe motivation
Focus on behavioural outcomes as critical to affecting work motivation.
Three types: reinforcement theory, extrinsic vs intrinsic motivation and goal-setting theory
What is the Reinforcement Theory in behaviour-based theories and what does it think the best way to motivate is?
Behaviour is motivated by its consequences (e.g. positive reinforcers, negative reinforcers, punishers)
Reinforcement is a better motivational technique than punishment because the goal of punishment is to stop unwanted behaviours, whereas reinforcement strengthens the motivations to perform the desired behaviour
Research suggests that ratio schedules result in higher levels of motivation and subsequent task performance than do fixed-interval schedules but most workers are paid on fixed-interval reinforcement schedules
What is extrinsic/intrinsic motivation in behaviour-based theories?
Reward systems that increase extrinsic motivation may undermine intrinsic motivation e.g. research shows that when people start getting paid for a task that they enjoy, they sometimes lose interest in it
To be maximally productive, people should feel internally driven, no compelled by outside forces e.g. jobs need to be set up to be interesting and challenging
What is goal-setting theory in behaviour-based theories?
Emphasizes the setting of specific and challenging performance goals
People perform better at work and are more productive when they are given specific goals and clear standards for success and failure, than when they are simply told “do your best”
Goals should be difficult, but obtainable
In the extrinsic/intrinsic theory of motivation, which do they believe is more important in increasing motivation?
Intrinsic motivation is better but providing extrinsic rewards (i.e. money) can provide positive feedback.
How do Job Design Theories of motivation believe it is influenced?
The structure and design of a job are key in motivating workers
e.g. Job Characteristics model
What is the Job Characteristics Model?
To be motivated employees must:
- Perceive work to be meaningful
- Feel responsible for the job
- Have knowledge of the results of their effects.
5 job characteristics contribute to these states
- Skill variety
- Task identity
- Task significance
- Autonomy
- Feedback
General support for this structure, lead to Job Enrichment intervention strategy, to redesign jobs.
How do Cognitive Theories of Motivation perceive motivation and what are the types of theories?
Workers viewed as rational beings who cognitively assess personal costs and benefits before taking action
Two types; equity and expectancy
Describe the Equity Theory of motivation?
Workers are motivated by a desire to be treated fairly
The ratio between inputs and outcomes should be the same for all workers. Workers adjust productivity based on perceived comparison ratios (e.g. productivity upward when they feel overpaid and downward they feel underpaid).
People vary in concern for equity; benevolents (givers), entitleds (takers), equity sensitives (adhere to notions strictly, distressed when underpaid, guilty overpaid).
Describe Expectancy (VIE) Theory of motivation
People are rational decision-makers who analyse the benefits and costs of the possible courses of action.
Workers become motivated and exert effort when they believe that:
(1) Valence: the rewards are valuable and desirable
(2) Instrumentality: their performance will be recognised and rewarded
(3) Expectancy: their effort will result in improved performance
Expectancy theory predicts worker attendance, productivity and other job-related behaviours
Various incentive programs are thus used to motivate by reward
Motivation is highly linked to performance -> How many other factors affect performance?
Not just motivation,
System and technology, individual differences, group dynamics, organisational
What are Performance Appraisals?
The evaluation of an employee and communication of the results to that person
- Performance criteria are derived from job analysis and are typically subjective
What are the sources of performance ratings?
Supervisor ratings Self-evaluations Peer evaluations Subordinate evaluations Customer evaluations 360-degree evaluations
What are some issues with performance appraisals?
Leniency/severity/central tendency errors
Halo effects - good one thing so good at everything
Contrasts - looking at them with a fresh set of eyes every time you’re evaluating them
Recency effects
Casual attribution errors - fundamental attribution error: attribute the worker performance to the worker and not the situation they’re in
Personal biases: stereotypes etc when rating employees
How do we improve performance appraisals?
Making ratings shortly after observation Taking careful notes Using multiple rates Training rates in necessary skills Giving rates evaluations instruments upfront
What is performance feedback?
The process of providing information to a worker regarding performance level with suggestions for improving future performance
What is effective performance feedback entail?
Descriptive rather than evaluative Specific rather than general Appropriate (taking into account the needs of the employer, worker, situation) Directed towards behaviour that the worker can do something about Timely honest Understood by both parties Proactive and coactive
*Feedback should not be used as an opportunity to criticise worker
What is job satisfaction?
The positive and negative feelings and attitudes employees hold about a job
How can job satisfaction be measured?
Job satisfaction measurement: can be measured using a global approach ora facet approach
- Often measures using the Minnesota Satisfaction Questionnaire or the Job Descriptive Index
- Only 10-13% of workers are dissatisfied with their job
How are job satisfaction and on-the-job behaviour related?
There is a moderate positive correlation between job satisfaction and job performance.
High job satisfaction is related to prosocial behaviour. Prosocial behaviour is related to high job performance productivity
Low job satisfaction is related to antisocial actions and counterproductive behaviours that may thwart organisational goals and higher rates of turnover
Job satisfaction and absenteeism are negatively correlated
