© 2004 Wadsworth, a division of Thomson Learning, Inc 1 Employee Motivation.

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© 2004 Wadsworth, a division of Thomson Learning, Inc

Employee Motivation

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Free WriteDescribe a job in which you were motivated to perform well. Why do you think you were so

motivated? Describe a job in which you were not very motivated? Why the lack of motivation?

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Individual Differences in Motivation

• Self-esteem– Chronic– Situational– Socially influenced

• Need for achievement• Intrinsic motivation

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What is Your Level of Self-Esteem?Exercise 9-1

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What is Your Level of Intrinsic Motivation?Exercise 9-2

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Increasing Self-Esteem• Self-esteem workshops• Experience with success

– self-fulfilling prophecy– trying new experiences and taking little steps

• Supervisor behavior– Pygmalion effect– Golem effect

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Need for Achievement

• McClelland (1961)• Need for achievement• Need for affiliation• Need for power

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Japan’s Work Ethic (CNN Video1998)

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Employee Values and Expectations

• Have the employee’s expectations been met?– Realistic job previews (RJPs)– Job descriptions

• Have the employee’s needs, values and wants been met?– Maslow’s Needs Hierarchy– ERG Theory– Two-factor Theory

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Basic Biological Needs

Maslow’s Need Hierarchy

Safety NeedsSocial Needs

Ego Needs

Self-Actualization Needs

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ERG Theory

• Growth• Relatedness• Existence

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Two-Factor Theory

• Motivators– Responsibility– Growth– Challenge– Job control

• Hygiene factors– Pay– Benefits– Coworkers– Security

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Comparison of Needs Theories

PhysicalExistence

SafetyHygiene Factors

RelatednessSocial

EgoMotivatorsGrowth

Self-actualization

Two-FactorERGMaslow

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Setting Goals

• Specific• Measurable• Difficult but attainable• Relevant• Time bound• Employee participation

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Setting GoalsCD-ROM Exercise

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Providing Feedback• Positive Feedback

– should be specific– should be sincere– should be timely

• Negative Feedback– should be constructive– concentrate on behaviors– always give in private

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What examples have you had in on the job feedback? How successful were they?

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Office Space (DVD Segment 13)

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9 to 5 (DVD Segment 5: The Xerox Room)

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Rewarding Excellent Performance

• Timing of the reward• Contingency of the

reward• Type of reward

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The Premack Principle

• Different things reinforce different people• We can get people to engage in behaviors they

don’t like (e.g., studying) by reinforcing them with the opportunity to engage in behaviors they like better (e.g., taking out the trash)

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Sample Reinforcement Hierarchy

- Money- Time off from work- Lunch time- Working next to Wanda- Supervisor praise- Running the press- Getting printing plates- Throwing out oily rags- Typesetting- Cleaning the press

Least Desired

Most Desired

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Your Own Reinforcement HierarchyExercise 9-3

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Financial Incentive Plans• Individual Incentive Plans

– pay for performance– merit pay

• Organizational Incentive Plans– profit sharing– gainsharing– stock options

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Variable PayIndividualGroupOther methods•Recognition•TravelAdjustments• Location (COLAs)• ShiftBase Pay• Market value• Job evaluationBenefits: Health care etc.

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Why was the internet bust such a big deal for so many people?

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CNN Video (2000) - Motivation

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Punishing Poor Performance

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Treating Employees FairlyEquity and Keeping Promises

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Are Rewards And Resources Given Equitably?

• Equity Theory• Components

– inputs– outputs– input/output ratio

• Possible Situations– underpayment– overpayment– equal payment

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Equity Theory

• Underpayment– Work less hard– Become more selfish– Lower job satisfaction

• Overpayment– No guilt feelings– Work harder– Become more team

oriented

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Using Equity TheoryCD-ROM Exercise

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Expectancy Theory

• Expectancy• Instrumentality• Valence

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Motivation Level of Other EmployeesSocial Learning

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Applied I/O Psych Segment 1

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Exercise 9-4: Case Study

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Exercise 9-5: Your Own Theory

© 2004 Wadsworth, a division of Thomson Learning, Inc 1 Employee Motivation.

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