EMAN : MOTIVATING Flashcards by Lucas Villanueva

where a worker’s exposure to a highly fragmented and tedious job is limited

Limited Exposure

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Five basic needs : Maslow’s needs hierarchy theory

 physiological
 security
 social
 esteem
 self-actualization

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After satisfying the physiological and security needs, the employee will now strive to secure love, affection, and the need to be accepted by peers.

Social Needs

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Satisfiers or motivation factors such as:

achievement
recognition
work itself
responsibility
advancement and growth

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where people are moved periodically from one specialized job to another

Job rotation

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When goals are challenging, higher performance may be expected.

Goal Content

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To avoid chronic dissatisfaction, the following remedies may be adopted:

Realistic Job previews
Job rotation
Limited Exposure

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In trying to attain goals that are already indicated, the individual is provided with a direction to exert more effort.

Work Behavior

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When a product or service is produced by a group of professionals or specialists, they might as well beformed as a self-managed team to save on supervisory costs.

Self-managed teams

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After satisfying the physiological needs, people will seek to satisfy their ________.

safety needs

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If this is the situation the subordinate is in, the engineer manager must identify an unfulfilled need and work out a scheme so that the subordinate will be motivated to work in order to satisfy the unfulfilled need.

The Relevance of Maslow’s needs hierarchy theory to Engineering Management

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Extrinsic Examples

money
employee benefits
promotions
recognition
status symbols
praise

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The goal setting model drawn by Edwin A. Locke and his associates consists of the following components:

 goal content
 goal commitment
 work behavior
 feedback aspects

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When employees participate in deciding various aspects of their jobs, the personal involvement, oftentimes, is carried up to the point where the task is completed.

Motivation through Employee participation

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Routine and repetitive tasks make workers suffer from chronic dissatisfaction.

Fitting people to jobs

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These needs are hierarchical, which means, one need will have to be satisfied first before the other need.

Maslow’s needs hierarchy theory

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Specific activities identified where employees may participate are as follows:

 setting goals
 makind decisions
 solving problems
 designing & implementing organizational changes

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Refers to the act of ‘giving employees reasons or incentives… to work to achieve organizational objectives.”

Motivating

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The objective is to increase productivity and quality of output. The circle consists of “a group of three to ten employees, usually doing related work, who meet at regular intervals (say, once a week, for an hour for example), to identify problems and discuss their solutions.

Quality control circles

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where two or more specialized tasks in a work flow sequence is combined into a single job

Job Enlargement

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Three stages of the motivtion process

activating
sustaining
directing actions towards achievement of objectives

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 A combination of forces within the individual and in the environment determines behavior.
 People make decisions about their own behavior and that of organizations
 People make different types of needs, goals, and desires.
 People make choices among alternative behaviors based on the extent to which they think a certain behavior will lead to a desired outcome.

Expectancy Theory

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In Herzberg’s research, he found out that satisfied employees mentioned the following factors responsble for job satisfaction :

satisfiers
motivation factors

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Is the value an individual places on the expected outcomes or rewards.

Valence

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SMART goal

specific measurable attainable relevant time limited

Is a belief about the likelihood or probability that a particular behavioral act (like attending trainingsessions)will lead to a particular outcome (like a promotion).

Expectancy

Refers to the process of “improving performance with objectives, deadlines or quality standard.”

Goal Setting Theory

Provide the individuals with a way of knowing how far they have gone in achieving objectives.

Feedback Aspects

where management provides honest explanations of what a job actually entails

Realistic Job previews

Instead of changing the person, management may consider changing the job.

Fitting jobs to people

Even if Maslow’s theory has been largely questioned, one basic premise cannot be discarded:

a fulfilled need no longer motivates an individual

Goals influence behavior in terms of direction, effort, persistence, and planning.

Work Behavior

To motivate job performance effectively, extrinsic rewards must be properly managed in line with the following:

 it must satisfy individual needs  the employees must believe effort will lead to reward  rewards must be equitable  rewards must be linked to performance

People who like what they are doing are highly motivated to produce the expected output.

Willingness to do the job

There must be a time-limit set for goals to be accomplished.

Goal Content

Those which are internally experienced payoffs which are self-granted.

Intrinsic

Once goals are set, the first important input to planning is already in place.

Work Behavior

Fitting jobs to people may be achieved with the use of the following:

Job Enlargement Job Enrichment

The more relevant the goals are to the company’s mission, the more support it can generate from various levels of employment in the organization.

Goal Content

Properly administered reward systems can improve job performance and satisfaction.

Motivation through Job rewards

Rewards may be classified into two categories:

Extrinsic Intrinsic

Maslow’s needs hierarchy theory

See handouts

When employees feel that they have the required skill and training to perform a task,the more motivated they become.

Self-confidence in carrying out the task

Intrinsic Examples

a sense of accomplishment self-esteem self-actualization

The theory poses the idea that motivation is determined by expectancy and valences.

Expectancy Theory

The fourth level of needs. They refer to the need for a positive self-image and self-respect and the need to be respected by others.

Esteem Needs

To be sufficient in content, goals must be challenging, specific and measurable, attainable, relevant, and time limited.

Goal Content

where efforts are made to make jobs more interesting, challenging, and rewarding

Job Enrichment

Those that are concerned with biological needs like food, drink, rest, and sex fall in this category. These needs take priority over other needs.

Physiological Needs

THEORIES OF MOTIVATION

Maslow’s needs hierarchy theory Herzberg’s two-factor theory Expectancy theory Goal setting theory

Goals must be stated in quantitative terms whenever possible. When exact figures to be met are set, understanding is facilitated and workers are motivated to perform.

Goal Content

In Herzberg’s research, Dissatisfied employees mentioned the following factors:

dissatisfiers hygiene factors

Herzberg’s two-factor theory diagram:

See handouts

When employees feel that they have the required skill and training to perform a task,the more motivated they become.

Self-confidence in carrying out the task

Identified two classes of factors associated with employee satisfaction and dissatisfaction.

Herzberg

Goals influence behavior in terms of :

direction effort persistence planning

A person will be highly motivated to perform if he is assigned a job he likes. The first requisite , however, is to design jobs that will meet the requirements of the company or organization and the person who will occupy them.

Motivation Through Job Design

The fifth and the top-most level of needs in the hierarchy. It involve realizing our full potential as human beings and becoming all that we are able to be.

Self-actualization Needs

List of Monetary and other incentives for Employees:

1) Type of Benefit 2) Monthly pay 3) 13th month pay 4) 14th month pay 5) housing allowance 6) sickleave benefits 7) vacation leave benefits 8) pension plan 9) paid vacation trip 10) health insurance 11) accident insurance

Also facilitate the introduction of corrective measures whenever they are found to be necessary

Feedback

In motivating through the use of Job Design two approaches may be used:

fitting people to jobs fitting jobs to people

FACTORS CONTRIBUTING TO MOTIVATION

Willingness to do the job Self-confidence in carrying out the task Needs satisfaction

This theory is developed by Frederick Herzberg indicating that a satisfied employee is motivated from with into work harder and that a dissatisfied employee is not self-motivated.

Herzberg’s two-factor theory

may be defined as “specifying the tasks that constitute a job for an individual or a group”

Job Design

The self-managed teams work on their own, turning out a complete product or service and receiving minimal supervision from managers who act more as facilitators than supervisors.

Self-managed teams

Rewards may be classified into two categories:

Extrinsic Intrinsic

The identification of goals provide a reason for an individual to persist in his efforts until the goal is attained.

Work Behavior

The more popular approaches to participation includes the following:

 Quality control circles  Self-managed teams

Goals must be attainable if they are to be set. If they are not, then workers will only be discouraged to perform, if at all(not attainable).

Goal Content

Rewards consist of material and psychological benefits to employees for performing tasks in the workplace.

Motivation through Job rewards

These needs include freedom from harm coming from the elements or from other people, financial security which maybe affected by loss of job or breadwinner in the family, etc.

Security Needs

Also known as autonomous work groups or high performance teams, self-managed teams “take on traditional managerial tasks as part of their normal work routine.”

Self-managed teams

When individuals or groups are committed to the goals they are supposed to achieve, they claim ownership over the goals,and there is a chance that they will be able to achieve them

Goal Commitment

TECHNIQUES OF MOTIVATION

 motivation through job design  motivation through rewards  motivation through employee participation  other motivation techniques for the diverse work force

When individuals or groups are assigned specific goals, a clear direction is provided and which later motivates them to achieve these goals.

Goal Setting Theory

Likewise in Herzberg’s research, Dissatisfied employees mentioned the following factors (called dissatisfiers or hygiene factors)as responsible for job dissatisfaction, as such include:

company policy and administration supervision relationship with peers personal life relationship with subordinates status security

Is a motivation model based on the assumption that an individual will work depending on his perception of theprobabilityofhis expectations to happen.

Expectancy Theory

People will do their jobs well if they feel that by doing so, their needs will be satisfied.

Needs satisfaction

Those which refer to payoffs granted to the individual by another party.

Extrinsic

Refers to the “process of activating behavior, sustaining it, and directing it toward a particular goal.”

Motivation

When an individual is provided with direction, performance is facilitated.

Work Behavior