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66Motivation:

Increasing Productivity

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What is Motivation?

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This question has puzzled scholars and managers for many years. To be truly motivated is to feel a need to do whatever is necessary to reach a goal or purpose. A large motivating factor on the job is the organizational climate.

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Major Theories of Motivation

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Theories X and YDouglas McGregor

Need-Based TheoriesHierarchy of Needs: Abram Maslow

McClelland’s Needs: David McClellandTwo-Factor: Frederick Herzberg

Job Enrichment: Hackman and Oldham

Behavior-Based TheoriesExpectancy: Victor Vroom

Reinforcement/Behavior Modification: B.F. Skinner

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General Theories of Motivation

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Theory XTheory X Extrinsic Extrinsic rewardsrewards

Theory YTheory Y Intrinsic Intrinsic rewardsrewards

In Chapter 4 you learned about Douglas McGregor’s Theories X and Y, and how they related to attitudes. Theories X and Y can also apply to human motivation.

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Examples of Intrinsic and Extrinsic Rewards

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Increased responsibility

Opportunities for personal growth

Ability to participate in decision making

Variety of job activities

More job freedom

Performance bonuses

Profit sharing program

Impressive titles

Pay raises

Preferred office furnishings and lunch hours

Longer vacations

Intrinsic Rewards Extrinsic Rewards

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Need-Based Theories of Motivation

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In the past, money was thought to be the main motivator.

Today, inner needs are often seen as more important.

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Maslow’s Hierarchy of Needs

Physiological

Safety andsecurity

Belongingnessand love

Esteem

Self-Actualization

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McClelland’s Manifest Needs Theory

Power Power needsneeds

AffiliatioAffiliation needsn needs

Attention Attention needsneeds

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Herzberg’s Two-Factor Theory

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Pay Status Security Working conditions Fringe benefits Policies and administrative

practices Interpersonal relations

Hygiene factors

The Environment

MotivatorsThe Job

Dissatisfaction No Dissatisfaction

No Job Satisfaction

Job Satisfaction

Meaningful and challenging work

Recognition for accomplishment

Feeling of achievement Increased responsibility Opportunities for growth

and advancement The job itself

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Hackman-Oldham Job Enrichment Model

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Skill Variety Autonomy

Task identity Feedback

Task significance

Experienced meaningfulness of the work

Experienced responsibility for outcomes of the work

Knowledge of the actual results of the work

High internal work motivation

High-quality work performance

High satisfaction with the work

Low absenteeism and turnover

Five Job Characteristics

Employee Growth-Need Strengths

Personal and Work Outcomes

Three Critical Psychological

States

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Behavior-Based Theories of Motivation

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Expectancy TheoryExpectancy Theory

ExpectancyExpectancy InstrumentalityInstrumentality ValenceValence

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Reinforcement Theory and Behavior Modification

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The ideas of reinforcement theory are becoming more and more popular in business today. Most of the ideas upon which this theory is based come from the work of psychologist B.F. Skinner.

continued

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Reinforcement Theory and Behavior Modification continued

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The major concept of Skinner’s reinforcement theory is behavior modification. Behavior modification is the process

of changing behavior because of a reward, or lack of reward.

continued

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Reinforcement Theory and Behavior Modification continued

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Examples of effective reinforcers (or incentives) overlap considerably with examples of extrinsic rewards, since they are essentially the same thing.

To make reinforcers or incentives more effective, the employees involved should have the opportunity for goal setting.

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Suggestions for Goal Setting

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1. Have employees participate in the goal setting process.

2. Make goals challenging but attainable, specific, and attractive.

3. Provide feedback on how the employees are doing in meeting their goals.

4. Reward employees for reaching their goals.

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Motivation and Self-Esteem

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As studies of motivational theories show, the desire to feel better about yourself is a main motivator in the workplace. In the same way, you are also motivated not to perform tasks that threaten your self-esteem.

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Self-Esteem and Job Performance

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The attempt to maintain self-esteem on the job is important in understanding your motivation to do a task at all.

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Strategy for Success 6.1:Applying McClelland’s Theory

1. Take a look at your needs.

2. Take a look at what you want in life.

3. Take a look at how the need areas apply in the workplace.

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Strategy for Success 6.2:Changing Your Behavior

1. Change a behavior or bad habit.2. Take small steps to reach your goal

using Skinner’s idea of shaping.3. Find a small reward to motivate

you.4. Reward yourself to reinforce the

desired behavior.

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66End of Chapter 6