chapter 7: motivation Flashcards
what is motivation?
a set of energetic forces that determine the direction, intensity, and persistence of an employee’s work ethic
Motivation 4 needs
direction
intensity: energy directed towards activity for a long time
persistence: working hard for a long time
goals: setting goals for ourselves
what motivates?
need: remember the determinants of satisfaction
how to motivate (6)
process: how to motivate expectancy goal setting equity psychological empowerment job characteristics
expectancy theory
a theory that describes the cognitive process employees go through to make choices among different voluntary responses
expectancy theory 3 core components
expectancy: if i exert a lot of effort, will i perform well?
instrumentality: if i perform well, will i receive good outcomes?
valence: will the outcomes be satisfying? (do i care about them)
how to improve expectancy:
training workforce
controlling stressors
clarifying
how to improve instrumentality
make reward contingencies clear
what do they stand to gain
how to improve valence
talking to your employees about their needs and what they want
extrinsic vs intrinsic motivation
extrinsic: motivated by what my performance will lead to examples: more money promotion praise from others more job security
intrinsic: motivated by the work itself examples: personally meaningful work work provides great autonomy work allows me to display my competence work allows me to have impact
goal setting theory
goals can narrow our focus
“… aggressive goal setting within an organization increases the likelihood of creating an organizational climate for unethical behaviour.”
SMART Goals
Specific Measurable Achievable Realistic Timely
goals are time sensitive, difficult *but not impossible, people are committed to them, and employees are given feedback on progress
equity theory
a theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other
our motivation suffers when we believed we go less than we deserve
equity theory formula
my outcomes/my inputs VS
other’s outcomes/other’s inputs
component of equity theory
outcomes benefits: salary, social recognition, title, good parking spot, corner office
inputs: education, experience personality, effort, network
comparison other: salary you get for 10 years of experience compared to someone else
