Week 7 Motivation
Goals
• Develop an appreciation of the multitude
of methods to motivate employees.
• Understand the tradeoffs among the
different methods.
• Try to help you develop your own ideas
about how YOU will motivate others.
• Case to understand Money as a motivator.
What is motivation?
• Write down your own definition.
Teams
• Moving mountains.
• Add them all up. Give me a list of things
they suggest doing to motivate others.
• Read between the lines.
• Make linkages across individuals.
Basic distinctions
• Intrinsic motivation-self motivation
• Extrinsic motivation-motivation through
incentives that others offer.
Another central issue
• Is job satisfaction important for motivation?
• Quantity and Quality of Performance (job
description only) ?
• To go the extra mile beyond the job
description?
• To minimize resistance to change when
supervisor requests changes are needed?
• Which of these do you care about the
most?
Ways to motivate
• Focusing and quantity and quality first.
Presentation on Money as a
motivator.
Second Method is Goal setting
• Read Carly Fiorina’s statement.
• Supervisors work with subordinates to set
specific, objective performance standards.
All jobs.
9-22
Locke’s Model of Goal Setting
Figure 9-3
Directing
one’s attention
Regulating
one’s effort
Goals
motivate the
individual
by...
Task
performance
Increasing
one’s persistence
Encouraging the
development of goalattainment strategies
or action plans
9-24
Table 9-4
Insights from Goal Setting Research
1) Difficult goals lead to higher performance
2) Specific, difficult goals lead to higher
performance for simple rather than complex
tasks
3) Feedback enhances the effect of specific,
difficult goals
4) Participative goals, assigned goals, and selfset goals are equally effective
5) Goal commitment and monetary incentives
affect goal-setting outcomes
.
Intrinsic Motivation
Links between motivation and job
satisfaction
What is he talking about.
Quantity Quality
Beyond the job description
Change
KITA
• Do you agree, who is motivated. Yes or
no?
• Herzberg Talks about Vertical job loading
• Responsibility, growth opportunities,
feedback (internal recognition), recognition
(job satisfaction).
To do this you
• Empower employees (remove day to day
controls) while make them accountable
• Giving them a complete natural unit.
• Giving them authority to do what they see
best to meet targets.
• Make reports of progress directly to them
• Give them new tasks to handle
• Give them specialized tasks to become
experts.
Video
Dark side of this approach
• Many efforts like this eventually corrode
and return to traditional management
style.
Case
Debate
• How much should you use money as a
motivator. Even Weyerhauser has profit
sharing so money is a motivator.
• Does heavy use of money minimize
intrinsic motivation?
Choices to make
• Is money available to you.
• If not, what can you use that is no or low
cost?
• Empowerment and Trust debate.
• What is your preferences. If you
empower, some people will take
advantage of it.
• If you use money, there are negative
consequences too.
How do you decide.
• Think about leadership style.
• Manipulator, Diplomat, expert, achiever
etc. More than likely some predisposition
towards motivation.