Motivation
Drivers of intrinsic motivation
Autonomy Mastery Purpose
Disadvantage of Intrinsic Motivation
Can be more difficult to implement
Advantages of Intrinsic Motivation
Can sometimes be cheaper Can be more sustainable Long-term perspective
Punishment
Catch the negative behavior early. Punishment should follow negative behavior immediately. Focus on negative behavior, not on the individual. Explain right way of doing things and how the behavior will be rewarded. Praise in public; punish in private
Skinnerian approach
Classic approach to motivation - "If you do ___, I'll give you ___"
How to use expectancy theory
Clearly define the performance standards Be sure the performance standards are achievable Offer the right reward Guarantee that meeting the performance standards will result in the promised reward **PERCEPTION ** What rewards people want (how much do they value that)
Expectancy Theory
Effort --> Performance (Smart Goals) --> Outcome (Reward) Need tight links
Extrinsic Motivation is effective when...
Expectancy theory holds/is tighten boosted by intrinsic motivation
Disadvantages of Extrinsic Rewards
Extinguish intrinsic motivation Diminish performance Crush creativity Crowd out good behavior Encourage shortcuts and unethical behavior They can become addictive They can foster short-term thinking Discourages teamwork Ineffective after satiation of rewards
Where does low motivation come from?
Failure to understand new jobs or skills required Failure to see relationship between effort and performance Failure to see relationship between performance and outcome Belief that the organizational rewards are unfair Organizational impediments to performance
Implications of Equity Theory
Fairness is as important as absolute pay Identify and correct misconceptions of inequity vary outputs to match differences in inputs manage fundamental attribution error and egocentric bias
Types of Rewards
Intrinsic Rewards - the desire to perform a task for its own sake Extrinsic Rewards - desire to perform a task in order to acquire external rewards or to avoid punishments
Examples of Intrinsic Motivation
Maslow's Hierarchy of Needs, Job characteristics Model
Components of Job Characteristics Model (3)
Meaningfulness (task signifance, task identity, task variety), responsibility, knowledge of results
How to prevent undesirable shortcuts
Monitor people who are close to the goal Consider undesirable means that people could use Helpful to assume the undesired state has already occurred and ask "Why did this happen?" Involve multiple functional areas in decision-making Assign customer service people to monitor satisfaction Assign people to "devil's advocate" role
Hygiene Theory (Two factory theory)
More of these does not mean more satisfaction, but less of these means more dissatisfaction (Ex. salary, job security, growth potential)
Choosing appropriate motivators
Motivation decreases when we compare ourselves to superstars if it's not attainable (need to pick right comparators)
When you assign a boring task....
Offer a rationale for why task is necessary Acknowledge that the task is boring Allow people to complete the task their own way
Problems with Goals
People don't deviate from the goal No exceeding the goal No sense of the bigger picture No creativity undesirable shortcuts
Maslow's Hierarchy of Needs
Phsiological, safety, love/belonging, esteem, self-actualization fulfilling a need makes it no longer motivating
Reinforcement Approach
Positive Reinforcement, Negative Reinforcement, Punishment
Undermining Intrinsic Motivation
Problem with the question is that if you got paid for what you love doing then you might not love doing it anymore. *Offering extrinsic rewards for behavior that is already intrinsically motivated can turn "fun" into "work"*
Measurable characteristics of jobs (5)
Task Significance, Task Identity, Task Variety, Autonomy, Feedback
Most Motivating Factor
Task significance
Feedback
Workers are provided with information about how well they are performing
Equity Theory
a person's reward-to-effort ratio relative to peers Rewards include pay, promotions, security, recognition, autonomy Effort includes time, reliability, cooperation, sharing resources,etc. Under-rewarded - loose motivation over-rewarded - become motivated
Examples of Extrinsic Motivation
classic reinforcement theories expectancy model equity model goals
How to use reinforcement
emphasize positive reinforcement, Tell employees explicitly what's rewarded specify what behavior would entail a full/partial reward. Make consequences equivalent to behavior Be consistent Do not reward all people equally - create contingencies so employees can tell who is doing better Remember inverse relationship between monetary and nonmonetary rewards.
Generally we tend to overestimate (intrinsic/extrinsic) incentives
extrinsic (extrinsic incentive bias)
Problems/ Other Theories of Maslow's Hierarchy of Needs
importance of needs is culture-specific (this is framed in Western culture) interpretation of specific rewards varies recognize different needs and which are most immediate
Intrinsic motivation is effective/ works best
increased by managing job characteristics UNDERMINED by extrinsic rewards
SMART Goals
specific, measurable, achievable, relevant, time-bound
Task Variety
workers can engage in different activities that use many of their skills and talents
Autonomy
workers have the freedom to plan, schedule, and perform their jobs as they wish
Task Identity
workers see how the tasks they perform fit in with the "whole" product
Task Significance
workers understand how the tasks they perform impact others (relevance made clear)