Management 3013 Chapter 12

What are the non monetary ways of motivating employees?

*Flexible workplace *Thoughtfulness Work-life benefits *Surroundings *Skill-building & educational opportunities *Sabbaticals

Equity theory

*Focuses on employee perceptions as to how fairly they think they are being treated compared to others *Inputs, outputs, comparison

Why is motivation important?

*Join your organization *Stay with your organization *Show up for work at your organization *Be engaged while at your organization *Do extra for your organization

What are Maslow's Hierarchy Needs?

*Physiological *Safety *Love *Esteem *Self-actualization

What popular incentive compensation plans?

*Price rate *Sales commission *Bonuses *Profit-sharing *Gainsharing *Stock options *Pay for knowledge

Motivation

*The psychological processes that arouse and direct goal-directed behavior *Unfulfilled->Motivation->Behaviors->Rewards->Feedback

Physiological Needs

*These are the most basic human physical needs, in which one is concerned with having food, clothing, shelter, and comfort and with self-preservation

Job design

*division of an organization's work among its employees and the application of motivational theories to jobs to increase satisfaction and performance *Job simplification, job enlargement, job enrichment

Practical Lessons from equity theory

1. Employee perceptions are what count 2. Employee participation helps 3. Having an appeal process helps

What is goal-setting theory?

1. Goals should be specific 2. Goals should be challenging but achievable 3. Goals should be linked to action plans 4. Goals need not be jointly set to be effective 5. Feedback enhances goal attainment

Esteem Needs

After they meet their social needs, people focus on such matters as self-respect, status, reputation, recognition, and self-confidence.

Bethany is writing a paper for her Management class. She already has a strong A in the class, and only need to get a C on the paper to keep her A. As she prepares the final version of the paper, she takes special care that the paper is well-written, insightful, and error-free, something that he can be proud of. Bethany is experiencing?

An intrinsic reward

Self-determination theory

Assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by three innate needs: competence, autonomy, and relatedness

Reinforcement theory

Attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated

Expectancy

Belief that a particular level of effort will lead to be particular level of performance

Bonuses

Cash awards given to employees who achieve specific performance objectives

Stock options

Certain employees are given the right to buy stock at a future date for a discounted price

Process perspectives

Concerned with the thought processes by which people decide how to act- how employees choose behavior to meet their needs

Job enrichment

Consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement

Job enlargement

Consists of increasing the number of tasks in a job to increase variety and motivation

Need for affiliation

Desire for friendly and warm relations with other people

Need for achievement

Desire to achieve excellence in challenging tasks

Need for power

Desire to be responsible for or control other people

Pay for knowledge

Employee pay is tied to the number of job relevant skills or academic degrees they earn.

Price rate

Employees paid according to how much output they produce

Instrumentality

Expectation that successful performance of the task will lead to be desired outcome

Hygiene factors

Factors associated with job dissatisfaction which affect the job context in which people work

Motivating factors

Factors associated with job satisfaction which affects the job content or the rewards of work performance.

In Earl's department at Pencilchicken, Inc. employees get money based on how much the department has been able to save in costs. This is an example of a _____ compensation plan.

Gainsharing

Patty prefers working alone, is comfortable taking moderate risks, and feeling good when accomplishing a goal. Patty probably has a ?

High need for achievement

Last year,Diana's boss promised her a big bonus is she met her goals. At the end of the year, after Diana had exceeded her goals, she found her bonus was very some all. In the future, Diana's __________ will probably be ______.

Instrumentality; low

When a manager stops nagging a subordinate, the manager is using?

Negative reinforcement

Love Needs

Once basic needs and security are taken care o, people look for love, friendship, and affection

Extrinsic rewards

Payoff a person receives from others for performing a particular task

Relatedness

People need to feel a sense of belonging of attachment to others

Competence

People need to feel qualified, knowledgeable, and capable of completing a goal or task and to learn different skills.

Autonomy

People need to feel they have freedom and the discretion to determine what they want to do and how they want to do it.

Needs

Physiological or psychological deficiencies that arouse behavior

Negative reinforcement

Process of strengthening a behavior by withdrawing something negative

Punishment

Process of weakening behavior by presenting something negative or withdrawing something positive

Herzberg's Two-Factory Theory

Proposed that work satisfaction and dissatisfaction arise from two different factors work satisfaction from so called motivating factors and work dissatisfaction from so called hygiene factors

Sales commission

Sales reps are paid a percentage of the earning the company made from their sales

Intrinsic rewards

Satisfaction a person receives from performing the particular task itself

McClelland's Acquired Need Theory

States that three needs- achievement, affiliation, and power- are major motives determining people's behavior in the workplace

Expectancy theory

Suggests that people are motivated by two things: (1) how much they want something and (2) how likely they think they are to get it

Gainsharing

The distribution of saving or gains to groups of employees who reduced costs and increased measurable productivity

Profit-sharing

The distribution to employees of a percentage of the company's profits

Self-Actualization Needs

The highest level of need, self-actualization is self-fulfillment-the need to develop one's fullest potential, to become the best one is capable of being.

Job simplification

The process of reducing the number of tasks a worker performs

Valence

The value a worker assigns to an outcome

Content perspective

Theories that emphasize that needs that motivate people

Hierarchy of needs

Theory proposes that people are motivated by five levels of needs

Safety Needs

These needs are concerned with physical safety and emotional security, so that a person is concerned with avoiding violence and threats

Positive reinforcement

Use of positive consequences to encourage desirable behavior

Extinction

Weakening of behavior by ignoring it or making sure it is not reinforced