Motivation and HR Management Flashcards
What is Motivation?
Motivation is a force that energizes, directs and sustains a persons efforts
Motivation
Motivation is the intention to achieve a goal
Ability
Ability refers to having the knowledge and skills required to perform the job and reach a goal.
Performance Equation
Performance = Motivation x Ability x Environment
Need Based Theories of Motivation
This was the earliest approach to motivation in the managerial literature and it simply said that meeting employees basic needs is enough to motivate them.
Process Based Theories of Motivation
This is the more contemporary approach to motivation in management and it says that Motivation is a rational and on-going phenomenon and that employees actions are reactions to their environment.
> i.e You can shape their motivation by changing there environment.
Need Based Theories
Maslow’s Hierarchy and McClelland’s Acquired Needs Theory
Process Based Theories
Equity Theory and Expectancy Theory
Mallow’s Hierchy of Needs
Our needs are a pyrramid climb to the top, and we can only add another level of the pyramid if we complete the level below us. These steps are
Self-Actualization - Achieving ones full potential, including creative activities
Esteem Needs - Prestige and feelings of accomplishment
Belongingness and Love Needs - Intimate relationships, friends
Safety Needs - Security, Safety
Physiological Needs - Food, Water, Warmth, Rest
McClelland’s Acquired Needs Theory
McClelland thought that every person’s needs are made up of a combination of the following three needs
- Need for Achievement
- Need for Affiliation
- Need for Power
and the combination of these needs that are found in the physical world, lead to our Acquired needs.
McClelland’s Acquired Needs Theory - Innate vs Discoverd
Some part of this combination is innate, but ultimately the severity and intensity of these needs are a product of each individuals separate mix.
Need for Achievement
This is the need to be successful, the need to
- Meet deadlines
- Propose Ideas
- Manage Career
Need for Affiliation
This is the need to be liked and accepted by others. A person in this category has a need for
- Harmonious Relationships
Need for Power
This is the desire to have influence over others and to control their environment, A person in this category
- May destruct relationships
- May also manifest in altruistic forms
Equity Theory
People gauge their achievements and accomplishments with one another and also with themselves. We make these comparisons to people that we call “referents”. These the people that we directly compare ourselves with because they so similar work when compared with ourselves.
Equity Theory Equation
You evaluate your:
Outcomes / Input
alongside the
Outcomes / Input of a Referent
If they are equal, then equitable fairness is achieved.
Equitable Fairness
The idea that there is fairness in your organization and people are rewarded according to the merit, skill and precedent that they have set in the company.
Types of Justice
Perceived Justice and Distributive Justice (CHECK your textbook to make sure)
Perceived Justice
Skip and Email Asma
Even though things are unequal, you can kind of understand why that might be the case. For example if we work the same job as me but you get paid more and I discover you graduated from Harvard and I graduated from community college, then I can at least kind of understand why the workplace might be unequal in this way. This is procedural justice because even though it is “unequal”, you kind of understand why that is the case.
Distributive Justice
Skip and Email Asma
Things are unequal and you cannot discern or justify why in any regard why this is the case.
Reactions to Perceived Inequality
- Distort perceptions - changing ones thinking (Like Percieved Justice)
- Distort own inputs and outcome
- Change referent
- Leave the situation
- Seek Legal action
Expectancy Theory
In this motivation theory, you ask,
Will my effort lead to the performance?
Will my performance lead to my reward?
Will my reward be desirable / valuable?
If yes. Then according to expectancy theory, you should be motivated!
Self Determination Theory
This is the idea that humans have innate needs that are psychological in nature. The idea then is that we should design jobs for people what will be intrinsically motivating for them.
Self Determination works on fulfilling three criteria for people.
- Autonomy
- Competence
- Relatedness
Daniel Pinks Self Determination Theory Tweet
He said: “Carrots & Sticks are so last Century. Drive says for 21st century work, we need to upgrade to autonomy, mastery and purpose.”
Autonomy – The desire to direct one’s life & work
Mastery – The desire to get better at something that matters
Purpose – The desire to do something meaningful; larger than self
Intrinsic Motivation
Motivation that comes from within, something that is internally rewarding such as peace and happiness
Extrinsic Motivation
This is motivation that comes from the outside, it is externally rewarding such as pay or recognition
Evolution of Human Resource Management
The idea that we have went from Administrative Management, to Personal Management to Strategic Management.
APS
All People Swim
Administrative Human Resource Management
HR does very basic things, they should act as a control function doing duties such as: (CONTROL FUNCTION)
- Monitoring the employees
- Work hours and Pay
- Rules and Regulations
- Compliance to Regulations
Personal Human Resource Management
They got a little more closely tied to labor here as they are responsible for (ASSOCIATE FUNCTION)
- Unionization of workforce
- Labor Relations
- Regulatory Compliance
- Emergence of Basic HR techniques
Strategic Human Resource Management
They started to understand that employees have intrinsic value and have taken a more holistic approach to managing people
- Employees are human capital
- Increasingly important role of HR in corporate strategy
Key Roles of Strategic Human Resource Management
- Selection and Placement
- Job Design
- Compensation and Rewards
- Diversity Management
Selection and Placement
This is the attraction, selection and attribution process.
Job Design
Fits into 5 nice parts
Specialization: How specific and rigid is your job? i.e Assembly worker vs professor
- Rotation: What kind of learning opportunities do employees get? do they get to try new roles often?
- Enlargement: Does an incumbent perform a variety of jobs or is it one set role
- Enrichment: Does an employee have control over how he performs a job? Think of Arjun giving discounts at FS
- Crafting: Does the employee get any say in how the job is designed?
Compensation and Rewards
What is recognized, and how?
Are benefits tailored to employee needs?
Diversity Management
Beyond discrimination, to complementary skill sets
Procedural Justice TB
the degree to which fair decision-making procedures are used to arrive at a decision
Disruptive Justice
the degree to which the outputs received from the organization are fair.
