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7/27/2019 Motivation pt 1_2013.ppt
http://slidepdf.com/reader/full/motivation-pt-12013ppt 1/26
Motivation
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Plan for today
Understanding theories of motivation
How to motivate yourself
How to motivate others
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Question
Describe a time you were really motivated
Describe a time when you were reallyunmotivated
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Video
Office Space
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Theories of motivation
Expectancy theory
Equity theory
Goal setting theory
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Expectancy theory
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Expectancy Theory model (cont.)
It is the multiplicative relationship between
these variables that determine motivation.
M=Expectancy*Instrumentality*Valence
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Expectancy
Expectancy(EffortPerformance):
Perception that an individual’seffort will result in a particular level of performance
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Expectancy (cont.)
Factors impactingexpectancy
Self-efficacy
Goal difficulty
Control
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Instrumentality
Instrumentality (PerformanceOutcome):
better job performance will lead to
organizational rewards, such as an increase in
salary or benefits
Rewards: Pay increase, promotion, recognition
or sense of accomplishment
Instrumentality is low when the reward is the
same for all performances given.
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Instrumentality
Factors:
Trust
Control
Policies.
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Valence
Valence (V) - Strength of an individual’s preference for a particular outcome. Howmuch value we place on the potentialoutcome. Do I want it?
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Valence (Cont)
Outcome valence is
from -1 to 1
Factors: Individual's
values, needs, goals,
preferences
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Expectancy theory
Mental process an individual undergoes to
make a choice.
Emphasizes self interest in the alignment of
rewards with employee's wants.
Assumes rationality
Best when choosing between alternatives Also useful when diagnosing procrastination
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Expectancy Theory
Predicts: Performance, effort, intentions,
preferences, and choice.
Managers can facilitate motivation by helping
employees believe that they can achieve their
goals by providing training, support, resources,
and following through on rewards.
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Expectancy Theory
How does this explain why money doesn’t
always motivate?
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Exercise
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Equity theory
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Equity Theory
A model of motivation that explains behavior as a
striving for fairness in social exchange relationships.
A cognitive theory of motivation because it is afunction of the individuals perceptions, thoughts, and
beliefs.
The primary process by which these perceptions are
formed is social comparison.
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Components of equity theory
Individual’s outcomes
Individual’s inputs
Comparison other’s outcomes
Comparison other’s input
What do you think?
•Inputs:
• Outputs:
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Equity (Cont)
It is a comparison between ratios, not
outcomes
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A note on social comparisons
Humans have a drive to evaluate themselves
by examining their opinions and abilities in
comparison to others.
However, the tendency to compare oneself
with some other specific person decreases as
the difference between his opinion or ability
and one’s own become more divergent.
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Equity Theory
Assumptions of Equity Theory
Employees expect a fair return for what they
contribute to their jobs.
Social comparison: Employees determine what
their equitable return should be after comparing
their inputs and outcomes with those of their
coworkers.
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Equity theory
How the process works
Inequitable relationships cause distress.
We are distressed in either direction of inequity. The
person who gets too much may feel guilt or shame. The
person who gets too little may feel angry or humiliated.
The greater the inequity the greater the distress
People will take action to remedy the inequity.
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Equity theory remedies
Cognitively distorting the inputs and/or
outcomes in their own minds
Directly altering inputs and/or outputs
Leaving the organization, which can take theform of absenteeism, tardiness, or turnover.
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Implications for Managers
Fairness is subjective
There are limits to how much of a gap there can
be between senior and line employees in salary Manage perceptions of fairness because they can
be incorrect
Paying someone more does not necessarily getyou more effort