E.W. Stein
Lecture Notes
Penn State
"Motivation"
Motivation and
Performance
Motivation
2
• Job Performance = Motivation *
Ability * Environment
- Ability = skills, knowledges
- Environment = workplace, technology, tools
- Motivation = ?
4
Performance Diagram
Environment
Motivation Described
Need
Motivation
Ability
• Motivation is an internal state variable
and is inferred
• Motivation is an explanatory concept
Performance
All Behaviors
-Turnover
-Absenteeism
Rewards
$
-Belonging
-Esteem
Attitudes
-Satisfaction
-Morale
• Motivation can be described in terms
of intensity, persistence, and
direction
E.W. Stein
Lecture Notes
Penn State
"Motivation"
Maslow's Hierarchy of
Needs
Content Models of
Motivation
Self-actualization
6
10%
• Hierarchy of Needs
• ERG Theory
Belongingness
• Two Factor Theory
Security
40%
50%
70%
Physiological Needs
85%
Esteem
7
ERG theory (Alderfer)
Two Factor Theory
(Herzberg)
• Two scales:
Pursue each
Growth
Relatedness
Existence
- Satisfaction-----no satisfaction
- Dissatisfaction---no dissatisfaction
• Can be satisfied and dissatisfied at
same time
• Managers can influence motivation by
addressing "Hygiene Factors" and
"Motivation Factors"
8
E.W. Stein
Lecture Notes
Penn State
"Motivation"
9
Two Factor Diagram
Satisfaction
-Achievement
-Recognition
-Work itself
-Responsibility
-Achievement
Dissatisfaction
Process Models of
Motivation
No satisfaction
• Expectancy theory
• Equity theory
No
dissatisfaction
-Supervisors
-Working conditions
-Interpersonal relations
-Pay and security
Expectancy Theory
(Vroom)
Expectancy Theory
(Vroom)
11
• Assumes a relationship between
motivation, effort, performance, and
outcomes
• Motivation is a function of:
- Expectations about effort and performance
- Expectations about performance and
outcomes
- Individual valuation of outcomes
e1
Effort
e2
Perform.
(0-1)
(0-1)
Outcome 1 (V1)
Outcome 2 (V2)
.....
Outcome n (Vn)
12
E.W. Stein
Lecture Notes
Penn State
"Motivation"
13
Equity Theory
14
Equity Theory Diagram
• Argues that we compare ourselves to
the efforts and outcomes of others
• When equivalent, we are satisfied and
motivated
Outcomes (self)
• When out of balance, we are
dissatisfied and lose motivation
Inputs (self)
?
Outcomes (other)
=
Inputs (other)
R2
R1
15
Equity Situations
• Ratio (self) = Ratio (other)
Motivating Employees
- State of equity exists. Person is satisfied.
• Ratio (self) < Ratio (other)
- State of INequity exists. Person is not
satisfied. Becomes jeolous of others.
Loses motivation.
• Ratio (self) > Ratio (other)
- State of INequity exists. Person may or may
not be satisfied. In some cases may reduce
performance to others level. Relates to
need to belong.
• Reinforcement
• Positive
• Avoidance
• Extinction
• Punishment
• Rewards
E.W. Stein
Lecture Notes
Penn State
"Motivation"
17
Reinforcement
18
Rewards
• Positive
• A formal mechanism by which
employee performance is defined,
evaluated, and rewarded
- Strengthens behavior by providing
desirable outcome
• Avoidance
• Rewards impact:
- Strengthens behavior by removing
undesirable outcome
- Attitudes
• Extinction
- Behaviors
- Weakens behavior by not responding to
performance
- Motivation
• Punishment
- Weakens behavior by providing undesirable
19
Performance Diagram
Environment
Motivation
end...
Need
Ability
Performance
All Behaviors
-Turnover
-Absenteeism
Rewards
$
-Belonging
-Esteem
Attitudes
-Satisfaction
-Morale
20