Learning Outcomes
•
•
•
•
•
Describe the motivation process
Define needs
Explain the hierarchy or needs theory
Differentiate Theory X and Theory Y
Describe the motivational implications of
equity theory
(continued)
Learning Outcomes
(continued)
• Explain the key relationships in expectancy
theory
• Describe how managers can design individual
jobs to maximize employee performance
• Describe the effect of workforce diversity on
motivational practices
• Describe how entrepreneurs motivate their
employees
Motivation and Individual Needs
• Willingness
• High level of effort
• Satisfaction of individual need
The Motivation Process (Exhibit 10-1)
Unsatisfied
Need
Search
Behaviour
Reduction
of Tension
Tension
Drives
Satisfied
Need
Maslow’s
Hierarchy
of Needs
Self
Esteem
Social
Safety
Physiological
Source: Motivation and Personality, Second Edition, by A. H. Maslow, 1970.
Reprinted by permission of Prentice Hall, Inc., Upper Saddle River, New Jersey.
Little Ambition
Theory X
Employees
Dislike Work
Avoid Responsibility
Self-Directed
Theory Y
Employees
Enjoy Work
Accept Responsibility
The ThreeNeeds Theory
Achievement
(aAch)
Power
(nPow)
Affiliation
(nAff)
Equity Theory
Perceived Ratio
Comparison*
Outcomes A
<
Inputs A
Outcomes A
Inputs A
*Where
Inequity (Under-Rewarded)
Inputs B
=
Inputs A
Outcomes A
Outcomes B
Employee’s
Assessment
Outcomes B
Equity
Inputs B
>
Outcomes B
Inequity (Over-Rewarded)
Inputs B
A is the employee, and B is a relevant other or referent.
Skill Variety
Task Identity
JOB DESIGN
Task Significance
INFLUENCES
MOTIVATION
Autonomy
Feedback
Expectancy Theory
Individual
Effort
1
Individual
Performance
2
Organizational
Rewards
3
1. Effort-performance relationship
2. Performance-rewards relationship
3. Attractiveness relationship
Individual
Goals
Motivating a Diverse Workforce
• Flexibility
– Not everyone sees their job the same way- what
motivates me may not motivate you
• Recognize differences
– People are Different
• Accommodate
– Cultural Differences
Pay-for-Performance
• Piece rate
• Gainsharing
• Wage-incentive
• Profit-sharing
• Bonuses
Competency-Based
Compensation
• Skills
• Knowledge
• Abilities
• Behaviour
– I.e. leadership, decision making,
problem solving, etc
Motivating Minimum-Wage
Employees
• Employee recognition
• Praise
• Empowerment
Motivating Professional and
Technical Employees
•
•
•
•
•
•
New assignments
Challenges
Autonomy
Training and educational opportunities
Recognition
Simplify non-work life
Flexible Work Options
• Compressed work week
• Flex-time
• Job sharing
• Telecommuting
Additional Suggestions for
Motivating Employees
Recognize individuals
Match people to jobs
Use goals
Make goals attainable
Further Suggestions for
Motivating Employees
Individualize rewards
Link rewards to performance
Check the system for equity
Don’t ignore money
Entrepreneurs and Motivation
• Motivation for entrepreneurs is critical
• Employee empowerment is key
motivational tool
– Gradual process
– Delegation
– Job redesign