Motivation Plan
mloi01
week_4_presentation.pptx
Quiz Show
Question and Answer
Samples and Techniques
How were the assessments? What did you learn or confirm about yourself?
Objectives are:
Evaluate how attitudes and emotions influence behavior
Explain ways personality and values influence behavior.
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What did we learn last week?
Week 4 Objectives
Analyze the influence of attitudes, emotions, personalities, and values on behavior.
Develop plans to maximize motivation and satisfaction.
Analyze the influence of attitudes, emotions, personalities, and values on behavior.
4.2 Develop plans to maximize motivation and satisfaction.
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Evaluative statements (favorable or unfavorable) concerning objects, people or events.
Evaluative statements (favorable or unfavorable) concerning objects, people or events.
Cognitive component to the affective component then the behavioral component.
Do attitudes follow behavior or behavior follow attitudes.
Add in social pressure as a moderating value.
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Attitudes
What kind of attitudes do we have?
Attitude about higher education?
About UOP?
About faculty?
About final exams?
How one perceives others, things, and situations
Comprised of thoughts and emotions or feelings
Effects how you act
Sometimes you rationalize or adjust either your behavior or your attitudes to fit the situation or because there is pressure to
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Attitudes
Cognitive Dissonance- (Leon Festinger, 1950’s) refers to any incompatibility that an individual might perceive between two or more attitudes or between behavior and attitudes.
Org implications of CD = modification of attitude to make it compatible with the cognition of what has been said or done.
Affect is:
A generic term that covers a broad range of feelings that people experience.
covers a broad range of feelings that people experience.
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Main components of attitudes are:
Experiences, affect, and behavior.
Views, values, and behavior
Personality, values, and experiences
Recognition, effect, and personality
Cognition, affect, and behavior
A.
B.
C.
D.
E.
Cognition, affect and behavior –
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Job Attitudes
Job satisfaction
Job involvement
Psychological empowerment
Perceived organizational support
Employee engagement
Why should the job attitude of employees/followers be important to managers/leaders?
Job satisfaction – you feel either positively or negatively about your jobs – often measured via questionnaires or surveys
Job involvement – you feel you play an important role in the company and your job matters
Organizational commitment – a belief in what the organization stands for, its mission and values, which leads to an attachment
Psychological Empowerment – employees’ beliefs in the degree to which they impact their work environment, their competence, the meaningfulness of their job, and the perceived autonomy of their work.
Perceived organizational support – the organization cares about you and supports you
Employee engagement – a connection or enthusiasm for the work
Managers should be interested in employee job satisfaction because of the following:
Unsatisfied workers will either look for a new job, try to make things better, wait for things to get better or let things get worse, and then miss work or perform poorly because of worsening conditions.
Satisfied workers will do better quality work, which results in a more effective organization, will not be absent as much, and are less likely to quit or exhibit deviant behavior, such as stealing.
Workers who perceive the organization and their coworkers as helpful, will in return, be helpful and provide quality customer service, which results in increased customer satisfaction.
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Job Attitudes & Org Commitment
Org Commitment
Affective
Continuance
Normative
Job Satisfaction – positive feeling about one’s job resulting from an evaluation of its characteristics
Job Involvement – degree to which a person indentifies with a job, actively participates in it, and considers performance important to self-worth.
Psychological Empowerment – employees’ beliefs in the degree to which they impact their work environment, their competence, the meaningfulness of their job, and the perceived autonomy of their work.
Org Commitment
Affective Commitment – emotional attachment to the organization and a belief in its values (Patagonia)
Continuance Commitment – perceived economic value of remaining with an org compared to leaving it. (hurt family to leave)
Normative Commitment – obligation to remain with the organization for moral or ethic reasons. (i.e., new initiative)
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Individual Activity
Rank the top 10 factors that are most important to you.
Emotions are:
Intense feelings that are directed at someone or something.
Intense feelings that are directed at someone or something.
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Moods are:
Feelings that tend to be less intense than emotions and that often lack a contextual stimulus
Feelings that tend to be less intense than emotions and that often lack a contextual stimulus
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Understanding emotions & moods improves our ability to explain and predict
Negotiation
Decision making
Seletion
Creativity
Motivation
Customer Service
Leadership
Interpersonal Conflict
Job Attitudes
Deviant Behavior
Emotions
Emotional labor
Emotional intelligence (EI)
Emotional regulation
Should managers consider these aspects of emotions?
Emotional labor is the game face you put on at work even if you do not feel good or are in a poor mood. This can lead to exhaustion and burn out from having to act all the time
Emotional intelligence (EI) is an ability to read your own and other people’s emotions, understand what they mean, and the ability to adjust your own emotional state accordingly. Although it is difficult to measure, it is thought that people who have EI often make better decisions.
Emotional regulation is the ability to adjust your emotions so they are more appropriate or acceptable in a particular situation. An example is cheering yourself up by taking part in a particular activity.
Managers who consider EI, moods, emotions, and so forth when hiring and distributing work responsibilities, and who attempt to make a happy work environment have more satisfied workers. As a result, workers and the organization will experience increased productivity, effectiveness, and customer satisfaction.
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Personality is determined by:
Personality is determined by heredity, environment and experiences.
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Heredity
Environment
Experiences
Team Activity
Is there a double standard for men and women at work?
4. Should leaders train their followers to separate the emotions from the work setting? Why or why not?
5. As leaders should we treat men and women differently to make up for a double standard?
Motivation Theories
Maslow’s Hierarch of Needs
Motivation Theories
Theory X & Theory Y
Motivation Theories – Two Factor Theory
Two-factor theory
Motivation Theories – Self-Determination Theory
Two-factor theory
Self-determination theory and cognitive evaluation theory – based on rewards and indicates sometimes rewards can be demotivating if viewed as controlling
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Motivation Theories – Goal Setting Theory
Two-factor theory
Goal-setting theory – states challenging goals may increase employee productivity
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Motivation Theories – Self-efficacy Theory
Self-efficacy theory – states an individual’s belief he or she can perform a task
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Motivation Theories – Reinforcement Theory
Reinforcement theory – states that rewards encourage good performance
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Motivation Theories – Equity Theory
Equity theory/organizational justice – involves the employees’ perception of whether the organization treats them fairly or not
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Motivation Theories – Expectancy Theory
Expectancy theory – considers that employees have expected outcomes
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The job characteristics model (JCM) focuses on:
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
JCM – says that any job can be described in terms of 5 core job dimensions.
Skill variety
Task Identity – completing whole piece of work (entire car).
Task Significance – impact on lives of work of others (nurse’s work is more significant than janitor).
Autonomy – sales Feedback – make ipod and test it.
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Ted Talks
