Current event 3
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STU_griffin_8e_ppt_ch10.pptxStudent Version
The Nature of Motivation
Determinants of Individual Performance
Motivation
Work Environment
Ability
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–2
2
Content Perspectives on Motivation
Maslow’s Hierarchy of Needs
Herzberg’s Two-Factor Theory
McClelland’s Achievement, Power, and Affiliation Needs
Content Theories of Motivation
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–3
3
Shifting Perspectives: From Content to Process
Content Perspectives (what causes motivation)
Process Perspectives (how motivation occurs)
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–4
4
Process Perspectives on Motivation
Expectancy Theory
Porter-Lawler Extension of Expectancy Theory
Equity Theory
Goal-Setting Theory
Process Theories of Motivation
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–5
5
Expectancy Theory
Motivation
Effort
Performance
Outcome
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–6
6
Equity Theory
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–7
7
The Equity Process
Comparison of Self with Others
Perception of Equity
Perception of Inequity
Motivation to Change Something
Motivation to Keep Everything the Same
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–8
8
Goal-Setting Theory
Difficulty
Specificity
Acceptance
Commitment
Goal Characteristics
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–9
9
Reinforcement in Organizations
Positive Reinforcement
Avoidance
Punishment
Extinction
Kinds of Reinforcement
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–10
10
Applying Reinforcement Theory
Fixed Interval
Variable Interval
Fixed Ratio
Variable Ratio
Reinforcement Schedules
Time
Frequency
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–11
11
Reinforcement in Organizations
Behavior Modification (OB Mod)
Specific Behavior
Specific Reinforcement
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–12
12
Alternative Working Arrangements
Compressed work schedule
Flexible work schedules (flextime)
Job sharing
Telecommuting
Variable Work Schedules
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–13
13
Using Reward Systems to Motivate Performance
Goal alignment
Increased Commitment
Work harder
Effects of Organizational Rewards on Employees
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–14
14
Designing Effective Reward Systems
Meet individual needs
Compare favorably
Are perceived to be equitable
Recognize different needs
Effective Reward Systems
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–15
15
Reward Systems and Performance
Individual Incentive Rewards Systems
Group and Team Incentive Rewards Systems
Individual Merit Rewards Systems
Types of Reward Systems
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–16
16
New Approaches to Performance-Based Rewards
Employee participation in award decisions
Individualizing reward systems
More effective communication about awards
Rewarding Employees
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
10–17
17
Outcomes (self)
Inputs (self)
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Outcomes (other)
Inputs (other)
Outcomes (self)
Inputs (self)
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Outcomes (other)
Inputs (other)
