Motivating Individuals & Groups Flashcards
Motivation is…
…a decision making process through which the individual chooses desired outcomes and sets in motion the behaviour appropriate to acquiring them
Morale is…
…a term drawn primarily from a military context to denote the state of mind or spirit of a group, particularly regarding discipline and confidence
Content vs. Process Theories:
Content Theory: What are the things that motivate people (Maslow’s hierarchy)
Process Theory: How can people be motivated
Maslow’s Hierarchy of needs:
- Self-Actualisation (personal potential)
- Esteem needs (Status & respect)
- Love / social needs (Affection, belonging)
- Safety needs (Security)
- Physiological needs (Food, shelter)
Maslow: Several major limitations:
- Difficult to explain or predict behaviour
- Deferred gratification; altruistic behaviour
- Empirical verification hard to come by
- Reflects UK & US cultural values only
Herzberg’s 2-factor theory:
- Avoid unpleasantness (Hygiene factors)
2. Personal growth (Motivator factors)
Hygiene factors include: (dissatisfiers)
- Company policy and admin
- Salary
- Quality of supervision
- Interpersonal relationships
- Working conditions
- Job security
Motivator factors include: (satisfiers)
- Status (may be Hygiene factor!)
- Advancement (or opportunities)
- Recognition
- Responsibilities
- Challenging work
- Sense of achievement
- Growth in job
Herzberg suggested 3 types of job design which offer job satisfaction through enhanced motivator factors:
- Job enlargement
- Job rotation
- Job enrichment
Process theories of motivation:
- Vroom’s expectancy theory
Process theory: Victor Vroom suggested the strength of motivation is the product of 2 factors:
- Preference for a certain outcome
- Expectation that outcome will result in behaviour
F = V x E
Victor Vroom’s Formula:
F = V x E
Force or strength of motivation
=
Valence: Strength of preference for outcome or reward
x
Expectancy: Perception that behaviour will result in outcome
Managerial implications: Process theory:
- Intended results should be made clear
- Individuals will be more committed if they helped to set the goals
- Feedback should be given
- Rewards should not be tied to performance tied to standards
McGregor: Theory X
Theory X: Most people dislike work and responsibility and will avoid both
Coerced, controlled, directed, threatened
McGregor: Theory Y
Theory Y: Physical and mental effort in work is as natural as play or rest
consultative, facilitating, positive feedback, challenge and responsibility
A reward is…
…a token given to an individual or team in recognition of some contribution or success
An incentive is…
…the offer or promise of a reward for contribution or success ((designed to motivate)
Extrinsic rewards:
Separate from the job itself
Dependent on the decisions of others
Pay, benefits, non-cash incentives, working conditions
Intrinsic rewards:
Arise from the performance of the work itself
Psychological rather than material
Satisfaction from completing a task, achievement of doing a difficult job well
Child’s reward system should do 6 things:
- Fill vacancies & not resign
- Increase predictability of behaviour
- Increase willingness to accept change
- Encourage innovative behaviour
- Reflect nature of jobs & skills required
- Motivate
Job enrichment is…
…planned, deliberate action to build greater responsibility, breadth and challenge of work into a job (similar to empowerment)
Job enlargement is…
…the attempt to widen jobs by increasing the number of operations in which a job holder is involved
Job rotation is…
…the planned transfer of staff from 1 job to another to increase task variety
Job optimisation should provide 5 core dimensions contributing to job satisfaction:
- Skill variety
- Task identity
- Task significance
- Autonomy
- Feedback
2 main types of feedback:
- Motivational feedback (reward and reinforce)
2. Developmental feedback (needs improvement)
Participation as a motivator: Given the following 5 conditions:
- Certainty
- Consistency
- Clarity
- Capacity
- Commitment
PRP: Performance Related Pay is…
…related to output or results achieved
Piecework: Payment per unit produced or operation completed
