chap16-management.ppt

Chapter 16
MOTIVATING
EMPLOYEES
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Learning Objectives
You should learn to:
Define the motivation process
Describe three early motivation theories
Explain how goals motivate people
Differentiate reinforcement theory from goal-setting theory
Identify ways to design motivating jobs
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Learning Objectives (cont.)
You should learn to:
Describe the motivational implications of equity theory
Explain the key relationships in expectancy theory
Describe current motivation issues facing managers
Identify management practices that are likely to lead to more motivated employees
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What Is Motivation?
Motivation
the willingness to exert high levels of effort to anizational goals, conditioned by the effort’s ability to satisfy some individual need
effort - a measure of intensity or drive
goals - effort should be directed toward, and consistent with, organizational goals
needs - motivation is a need-satisfying process
need - an internal state that makes certain es appear attractive
unsatisfied needs create tensions that stimulate drives
drives lead to search behavior
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The Motivation Process
Unsatisfied
Need
Satisfied
Need
Search
Behavior
Drives
Tension
Reduction
of Tension
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Early Theories Of Motivation
Maslow’s Hierarchy of Needs Theory
lower-order needs - largely satisfied externally
physiological - food, drink, shelter, sexual satisfaction
safety - security and protection from physical and emotional harm
assurance that physiological needs will be satisfied
Higher-order needs - largely satisfied internally
social - affection, belongingness, acceptance
esteem - internal factors like self-respect, autonomy
external factors like status, recognition, attention
self-actualization - achieving one’s potential
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Maslow’s Hierarchy of Needs Theory (cont.)
each level in hierarchy must be satisfied before the next is activated
once a need is substantially satisfied it no longer motivates behavior
theory received wide recognition
litt