CHAPTER FOURTEEN
Motivation
Prepared by
Deborah Baker
Texas Christian University
Effective Management
2nd Edition
Chuck Williams
Copyright ©2006 by South-Western, a division of Thomson Learning. All rights reserved
1
CHAPTER FOURTEEN
Effort and Performance
Job Performance = Motivation x Ability x Situational Constraints

Job performance
 how well someone performs the job

Motivation
 effort put forth on the job

Ability
 capability to do the job

Situational Constraints
 external factors affecting performance
1.1
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2
CHAPTER FOURTEEN
Needs Classification
Maslow’s
Hierarchy
Alderfer’s
ERG
HigherOrder
Needs
SelfActualization
Esteem
Belongingness
Growth
Relatedness
LowerOrder
Needs
Safety
Physiological
Existence
McClelland’s
Learned Needs
Power
Achievement
Affiliation
Adapted From Exhibit 14.4
1.2
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3
CHAPTER FOURTEEN
Equity Theory

Inputs
 employee contributions to the organization

Outcomes
 rewards employees receive from the
organization

Referents
 comparison others

Outcome/input (O/I) ratio
Outcomesself
= Outcomesother
Inputsself
Inputsother
2.1
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4
CHAPTER FOURTEEN
Motivating with Equity Theory
Look for and correct major inequities
Reduce employees’ inputs
Make sure decision-making processes
are fair
 distributive justice
 procedural justice
2.3
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5
CHAPTER FOURTEEN
Components of Expectancy Theory
Valence
Expectancy
Instrumentality
Motivation = Valence X Expectancy X Instrumentality
3
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CHAPTER FOURTEEN
Motivating with Expectancy Theory
3.2

Systematically gather information to find out
what employees want from their jobs


Clearly link rewards to individual performance
Empower employees to make decisions which
enhance expectancy perceptions
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7
CHAPTER FOURTEEN
Components of Reinforcement Theory

Positive reinforcement
 desirable consequence strengthens behavior

Negative reinforcement
 withholding unpleasant consequence strengthens
behavior

Punishment
 unpleasant consequence weakens behavior

Extinction
 no consequence weakens behavior
4.1
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8
CHAPTER FOURTEEN
Schedules for Delivering Reinforcement
Continuous
4.2
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Intermittent
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CHAPTER FOURTEEN
Motivating with Reinforcement Theory
 Identify, measure, analyze, intervene, and
evaluate
 Don’t reinforce the wrong behavior
 Correctly administer punishment at the
appropriate time
 Choose the simplest and most effective
schedule of reinforcement
4.3
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10
CHAPTER FOURTEEN
Goal-Setting Theory

Goal Specificity
 the clarity of goals

Goal Difficulty
 how challenging goals are

Goal Acceptance
 how well goals are agreed to or understood

Performance Feedback
 information on goal progress
5.1
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11
CHAPTER FOURTEEN
Motivating with Goal-Setting Theory
 Assign specific, challenging goals
 Make sure workers truly accept organizational
goals
 Provide frequent, specific performance-related
feedback
5.2
Copyright ©2006 by South-Western, a division of Thomson Learning. All rights reserved
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CHAPTER FOURTEEN