motivation pt 3 2013 class
TRANSCRIPT
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Motivation
Part 3
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Update
Announcements
Lincoln Case
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Plan for today
Understanding theories of motivation
Problems with incentive plans
How to design incentive plans considering the
problems
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Problems with incentive plans
Extrinsic vs. intrinsic
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Extinsic
Extrinsic Motivation: The desire to act based
on factors external to the individual
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Intrinsic Motivation
Intrinsic Motivation: The desire to take actionbased on factors within the individual. Derived
from interests.
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Video
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Watch you are rewarding
WW2 vs. Vietnam
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Reward: Staying alive WW1
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Intrinsic motivation sounds nice, but we live in
the real world, so how do we make an incentive
system that works
Designing incentive systems at
work Pt1
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Job Characteristics Theory
Autonomy
Task identity
Variety Task significance
Feedback
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Quick word on Maslow
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Five propositions for JCT
To the extent that individuals believe they obtain an outcomethey value by engaging in some particular behavior, thelikelihood that they will engage in the behavior increases.
Outcomes are valued to the extent that they fulfill the
physiological and psychological needs of the individual To the extent that the situation at work can be arranged to
fulfill those needs , employees will work harder
Most lower-level needs society has already satisfied
Individuals who desire higher order needs will be most likelyto obtain them when they work effectively on meaningful jobsthat provide feedback on the adequacy of their personal workactivities.
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Intrinsic motivation sounds nice, but we live in
the real world, so how do we make an incentive
system that works
Designing incentive systems at
work Pt2
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Goal Setting Theory
Goal
SelectionPerformance Contingent
rewards
SatisfactionConsequences
Ability, commitment,
feedback, self-efficacy
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Factors affecting Goal Setting
Goal difficulty: the level of difficulty to
achieve the goal.
Goal specificity: the goal should be relatively
clear and precise in its target.
Goal acceptance: the extent to which a person
adopts a goal as his or her own.
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Individual factors
Goal Commitment: the extent to which a person is
interested to reach the goal- especially important
when dealing with difficult or complex goals.
Attainability: individuals must believe they canattain a defined goal.
Self-efficacy: the higher someones self-efficacy
regarding a certain task, the more likely they will set
higher goals, and the more persistence they will
show.
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The importance of feedback
Feedback: Goal-setting may have little effect if
individuals cannot check where the state of
their performance is in relation to their goal.
This is where technology can help.
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Limitations
Goal alignment
Not a one-size-fits-all
Gets complicated with goals that requireinterdependence.