Becoming an effective leader 10

•Create a big, comprehensive goal: an ideal accomplishment for your group. •Break the goal down into smaller steps, such as hiring two top-notch workers for the group. Regard each step (or sub-goal) as a project designed to get you to your destination.

"running sprints rather than marathons."

"The world will know us as the ultimate ice cream experience."

A vision, for example, is really an exalted goal

celebrate steps (or attaining small goals) equally as much as landings (major goals).

Appealing to Pride

in one study it was found that 66 percent of employees named _________ as their most important motivator.

Appreciation

individual differences in valences

Asian workers prefer not to be singled out for recognition in front of the group.

a moderate degree of interpersonal risk and trust on the part of both people in the relationship.

Coaching

The majority of engaged employees work for managers who devote substantial time to helping their subordinates succeed

Coaching as an Approach to Motivation

"Great job, José. I wish the rest of the group had put in the same kind of effort."

Do not use praise set employees in competition against one another

VIE

Effort to Performance to Outcome to Motivation

Managers to learn and use soft skills such as communication, recognition, mentoring, and caring because soft skills can have a hard impact.

Employee Engagement

The theory is really a group of theories based on a rational, economic view of people.

Expectancy theory

Given a choice, people will select the assignment they think they can handle the best and will benefit them the most.

Expectancy theory for employees

stems from having accomplished a worthwhile activity (saving the company money) rather than from being awarded a floor clock.

Feeling of pride

incorporates and integrates features of other motivation theories, including goal theory and behavior modification

First positive item for Expectancy theory

A discussion with a given worker might reveal that the worker feels underused in terms of his or her education, training, and experience.

Giving the worker a new, challenging assignment might lead to higher motivation

individuals who are provided with specific hard goals perform better than those who are given easy, nonspecific

Goal Theory

"Your forecast for the sale of our cutting gear to factories in Poland was right on target. Congratulations."

Inform others in the group and organization about the meritorious behavior

"I know for sure that if I work overtime, I will receive overtime pay."

Instrumentality

"How did you feel about the way you handled conflict with the marketing group yesterday?"

Open-end question for active listening

_________ is a strong motivator because it is a normal human need.

Recognition

strengthened the link between performance and outcome (instrumentality), as well as between effort and performance (expectancy).

Recognize that when workers are in a positive mood

offers the leader many guidelines for triggering and sustaining constructive effort from group members.

Second positive item for Expectancy theory

People consider their own inputs in relation to outcomes received, and they also evaluate what others receive for the same inputs.

The core of equity theory

group members who appear to be poorly motivated simply lack the right skills and self-confidence.

Train and encourage people

For goals to improve performance, the group member must _________.

accept them

As the team leader, you receive a glowing letter from a customer about Kate, one of your team members, who solved the customer's problem. You have the letter laminated and present it as a gift to Kate.

behavior you are reinforcing is good customer service

"I want to toast Jason in celebration of National Engineers Week. I certainly would not want to be sitting in this office building today if a mechanical engineer had not assisted in its construction."

behavior you are reinforcing is the goodwill

"Have you thought of getting your people more involved in setting objectives? If you did, you might find greater commitment and follow-through."

coaching is that it generates new possibilities

1.over-agreeing about the need for change and 2. agreeing to change without display of emotion.

commitment to change is lacking

Alter the outcome of negative equity

convince management to give less to others

"If I put in all this work, will I really get the job done properly?"

effort-to-performance expectancy

Goals are more effective when they are used to ________.

evaluate performance

solicits feedback from the group members and involves them in helping the manager improve.

executive coaches

Group members should be reassured that if they perform the job to standard, they will receive the promised reward

explicit the link between rewards and performance

Alter the input of negative equity

extreme would be to encourage others to decrease their inputs so they will earn less money.

if the work group favors the status quo, a large reward may be required to encourage innovative thinking.

factors work in opposition to the effectiveness of the reward

key principle that goals should be linked to __________.

feedback and rewards

"I read the product-expansion proposal you submitted. It's OK, but it falls short of your usual level of creativity. Our competitors are already carrying each product you mentioned. Have you thought about ... ?"

feedback on areas that require specific improvement

"Could the root of your problem be insufficient planning?"

gentle advice and guidance

Goals may cause systematic problems in organizations due to narrowed focus, increased risk taking, unethical behavior, inhibited learning, decreased cooperation, and decreased intrinsic motivation.

implement goal setting without creating dysfunctions

group goal setting is as important as _________.

individual goal setting

"I appreciated you having disabled the virus and restored my computer to full functioning." IT person

individual's preference for the type of praise

sales quotas might be set too high because the market is already saturated with a particular product or service.

levels and kinds of performance are needed

recognition should be linked to corporate values and should also help workers attain personal goals

maximize its motivational impact

it could lead to a salary increase, assignment to a high-status task force, or promotion

meaning and implications of second-level outcomes

Coaching is mostly about providing new knowledge and skills, coaches go beyond giving instruction in knowledge and skills, they are in danger of getting into psychotherapy, coaches need to be expert in something in order to coach, and coaching has to be done face-to-face.

misperceptions about coaching

_____________ valence at the same time would be for the CEO to use data to point out how bleak the company will become if it does not change, and how wonderful the company will become if it does change.

negative and positive

"Increase the number of new hires to our management training program to fifteen for this summer."

performance generally improves in direct proportion to goal difficulty

learning goal orientation improves performance more than a _________________ does.

performance goal orientation

A task must generally be perceived as attainable to be motivational.

performance level attainable

Some rewards that are the right kind fail to motivate people because they are not in the right amount.

rewards are large enough

Leave the situation of negative equity

the person who feels treated inequitably might quit a job

Vroom's Expectancy Theory

valence, instrumentality, and expectancy

Second-level outcomes also have ________.

valences