Week 6 (Motivating for Performance) Flashcards
What is motivation?
The driving force moving employees toward achieving
organizational goals.
What happens when employees are motivated?
When employees are motivated, organizations
experience
Better employee retention, lower absenteeism and turnover
High levels of employee engagement (works with passion)
Better creativity and innovation
Improved employee-manager relations
Better customer service
Good company reputation
What are the four keys points of goal setting:
Clarity, Challenge, Commitment, Feedback
Stretch goals:
purposefully ambitious goals that challenge your team to step outside of their comfort zone
Low level vs high-level human needs:
Lower Level Needs: Economic security, Food and Water, Decent Housing
Higher Level Needs: Friendship and affection,
Recognition, Achievement
Needs theories propose that if you know what
people need, you can use that to motivate
them.
FOUR CATEGORIES OF
MOTIVES MANAGERS CAN
USE:
Extrinsic pain/fear: Negative approach
Extrinsic pleasure/growth: Positive approach
Intrinsic pain/fear: Negative approach
Intrinsic pleasure/growth: Positive approach
Herzbergs theory:
Herzberg interviewed hundreds of
employees about times when they
were highly motivated to work and
other times when they were
dissatisfied and unmotivated. His
findings suggest that the work
characteristics associated with
dissatisfaction and low motivation
are quite different from those
pertaining to satisfaction and high
motivation, which prompted
the two-factor theory of
motivation.
Three components of redesigning jobs:
Job Design: Structuring jobs in a way to meet higher-level needs and increase motivation toward the
accomplishment of goals
Person-job fit: Matching job characteristics to employee interests, personality and abilities
Work Redesign:Altering jobs to increase both qualities of employees’ work experience and productivity
5 job characteristic model:
Task significance
task identity
Skill variety
autonomy
feedback
When managing ‘remote’ workers – how do we ensure they
stay motivated? Which theoretical approaches we have
looked at so far might apply in remote work situations?
brainstorm it Bergeron
4 types of reinforcement:
-Positive reinforcement (encourage them to do it again)
-Avoidance learning (they want to avoid punishment so they’ll do it again)
-Punishment (wont do it again)
-Extinction (eliminate behavior)
Expectancy theory:
High motivation depends on an individual’s belief OR
expectation that he or she has the ability to perform tasks
and receive desired awards.
E(effort)-P(Perfomace)-O(Outcome)
Equity theory:
People are motivated to seek social equity in the
rewards they receive for performance.
People want to feel that they are receiving fair
compensation for their contributions as compared
to others.
Motivation through empowerment:
Four elements:
power-sharing/the delegation of power or authority to
subordinates in an organization.
- Employees receive information about company
performance. - Employees have knowledge and skills to
contribute to company goals. - Employees have the power to make
substantive decisions. - Employees are rewarded based on company
performance.
DEGREES
OF
EMPOWER
MENT
Depends on:
-Your ability to define the outcome
-You ability to define how to achieve the outcome
