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)