Working in Groups: 5th edition
Isa N. Engleberg
Prince George’s Community College
Dianna R. Wynn
Nash Community College
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Chapter 6:
Group
Motivation
Motivation
Motivation
The reasons we are moved to do
something
Group Motivation
Provides the inspiration, incentives, and
reasons for members to work together
to achieve a shared goal
Optimal Group Experience
A group experience in which all
members are committed and
inspired
•
•
Group members are totally caught up
in the what they are doing.
The group performs at a high level
with easy.
Motivating by Meeting Needs
 Maslow’s
Hierarchy of
Needs
Meets Satisfiers/Deficiency Needs
Meets Motivators/Fulfillment Needs
 Schutz’s
FIRO
Meets Needs for Inclusion, Control, and
Affection Needs
Maslow’s Hierarchy of Needs
and Motivators
PowerPoint Quiz
Which of the following strategies can
motivate group members with strong
inclusion needs?
a)Spend
time with them in social settings.
b)Tell them how valuable they are to the group.
c)Make them chair of a subcommittee.
d)Give them special, individual assignments.
e)Let them know how much you like them as friends.
Personality Type Motivators
Extrovert
Sensor
 Encourage
 Set realistic goals
interaction
 _______________
 _______________
 _______________
 _______________ Intuitive
Introvert
 Set engaging goals
 Set clear goals
 _______________
 _______________
 _______________
 ______________
Personality Type Motivators
Thinker
 Encourage debate
 _______________
 _______________
Feeler
 Encourage
cooperation
 _______________
 _______________
Judger
 Set standards
 _____________
_
 _____________
_
Perceiver
 Keep the time
frame open
 _____________
 _____________
Expectancy Value Theory


Motivation = individual needs + the
value of the goal.
Motivation is a function of:



Expectancy: probability that effort will
achieve the goal
Instrumentality: whether achieving the goal
will result in a reward or benefit
Valance: the value you place on the reward
Thomas’s Intrinsic Motivators
Intrinsic Motivators




Sense of Meaningfulness: Members
share a commitment to the goal.
Sense of Choice: Members have the
power to make decisions.
Sense of Competence: Members are
capable of achieving the goal.
Sense of Progress: Members monitor
and celebrate progress.
Kenneth Thomas, Intrinsic Motivation at Work
Motivation and Culture

Individualism–Collectivism



Individualistic members need personal
recognition.
Collectivist members prefer being honored
as part of a group.
Power Distance


High-power-distance members value
recognition by a leader.
Low-power-distance members prefer
compliments from group members
Motivation and Culture

Uncertainty Avoidance



Members avoid uncertainty prefer tried and
true methods.
Members accept uncertainty see change as
stimulating.
Masculine–Feminine Values


Members with masculine values like
competition and leadership opportunities.
Members with feminine values take on
group maintenance roles.
Motivation and Culture

High or Low Context



High context members sense praise
nonverbally.
Low-context members need verbal praise
and rewards.
Monochronic–Polychronic Time


Monochronic cultures concentrate on a
specific task and meet deadlines.
Polychronic members like multitasking and
flexible deadlines.
Motivating Virtual Groups






Schedule a face-to-face orientation meeting.
Provide agendas before all online meetings.
Adapt to members' needs, personality types,
and cultural differences.
Make sure everyone contributes.
Encourage "virtual" friendships.
Keep virtual meetings short and relevant.
Assessment and Motivation
Group Assessment
A way to monitor group progress and determines if a
group is achieving its goals
Effective assessment can help determine:
• whether and to what extent a group is progressing
toward its goal.
• whether and to what extent there are
interpersonal or procedural problems.
Motivation and Feedback

Controlling feedback tells members
what to do and emphasizes the power
to reward or punish members.

Informational feedback tells members
how they are doing and describes to
what extent the group is achieving its
goal.
Use “It” Statements as Feedback
“It” statements . . .






describe how the group is working and progressing.
avoid descriptions about members or what you feel
about them.
avoid using the word you when describing individual or
group behavior.
focus on the task rather than on group members.
are based on objective information about the group’s
work.
answer the question “How is it going?” rather than
“How am I doing?”
“You” vs. “It” Statements
“You” Statement
“It” Statement

“You’re way behind
schedule.”


“Why are you always
telling us that Bill’s
plan won’t work?”

“It seems as though
the group will miss
its deadline.”
________________
_
_____________
____
_____________
____
Reprimands
Questions to ask before reprimanding:







Do you have all the facts?
Has this problem happened before?
Do members know the rules or standards?
Will the reprimand benefit the group?
Were other members involved in the incident?
Was the infraction intentional or unintentional?
Is this a personal problem or a group problem?
Motivation and Rewards
Motivation
Rewards


Reward are given as
compensation for
good service or
behavior.
The prospect of a
reward can
motivate.



Rewards may not
motivate members.
Motivation comes
from within.
Motivation has little
or nothing to do with
external rewards.
Extrinsic and Intrinsic Rewards
Extrinsic Rewards


Come from the
external environment
Examples:
Good pay
Good benefits
_______________
_______________
Intrinsic Rewards


Anything satisfying
and energizing in
itself
Examples:
Praise
______________
______________
Objective Rewards




Fair: Reward those who truly earn it.
Equitable: Everyone has the same
opportunity to earn rewards.
Competitive: Rewards are based on
objective standards.
Appropriate: Rewards are based on
the appropriate level of achievement.
The Role of Punishment


Punishment does not motivate!
When group members are punished
(denied advancement, recognition,
resources, perks) they may:





spend time and energy complaining.
do less work.
get even with punisher.
pursue outside interests.
sabotage the work of others.
How Motivated Are You?
1.
2.
3.
4.
5.
I work very hard in my group.
I am willing to spend extra time on
group projects.
I try to attend all group meetings.
I often lose track of time when I’m
working in this group.
I look forward to working with the
members of my group.