Managing Employee Motivation + Performance Flashcards
The Content of Motivation
- Definition
- 2 types of motivation
Definition: Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action.
Intrinsic Motivation: Desire to perform a behavior for its own sake, where the activity itself is rewarding.
Extrinsic Motivation: Desire to perform a behavior to acquire material or social rewards or to avoid punishment.
Content Theories of Motivation
Maslow’s Hierarchy of Needs: Proposes that individuals strive to satisfy five levels of needs, from physiological needs at the base to self-actualization at the top.
McClelland’s Acquired Needs Theory: Identifies three primary needs acquired during one’s lifetime: need for achievement, need for affiliation, and need for power.
Herzberg’s Two-Factor Theory: Differentiates between hygiene factors, which can create dissatisfaction if inadequate, and motivators, which can drive satisfaction and motivation if present.
The Process of Motivation
Equity Theory (Adams): Suggests that employees compare their input-outcome ratio to that of others and perceive fairness or inequity, which influences their motivation.
Expectancy Theory (Vroom): Proposes that motivation is a function of expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to rewards), and valence (value of the rewards).
Diagnosing Motivation Pitfalls
Common Issues: Lack of fairness, inadequate rewards, poor goal setting, and misalignment between individual and organizational goals.
Strategies to Address Pitfalls: Ensure transparent and fair processes, align rewards with performance, set clear and achievable goals, and create a motivating organizational culture.
Building Motivating Organisations
Goal Setting: Use the SMART framework (Specific, Measurable, Aggressive, Realistic, Time-bound) to set effective goals. Explicit goal-setting can significantly boost performance.
Organizational Culture: Create a culture that energizes employees, increases commitment, and matches the organization’s values with employees’ interests.
Job Design: Apply motivational theories to job structure to improve productivity. Techniques include job rotation, job enlargement, and job enrichment.
Job Characterisitics Model
Core Job Dimensions: Skill variety, task identity, task significance, autonomy, and feedback.
Psychological States: Experienced meaningfulness, responsibility, and knowledge of results.
Outcomes: High internal work motivation, high-quality performance, high satisfaction, and low absenteeism and turnover.
Job Crafting
- Define
Definition: The process by which employees proactively redefine and reimagine their job designs in meaningful ways to better fit their needs, talents, and interests.
Case Studies/ Example
Employee Engagement Statistics: Highlight the importance of engagement strategies and the consequences of disengagement.
Toyota’s Closure Example: Discusses the impact of motivation on organizational performance and employee satisfaction.
