Motivation. Ability & skills what a worker can do the job Motivation whether a worker will do the job properly

Transcription

1 MOTIVATION

2 Motivation Ability & skills what a worker can do the job Motivation whether a worker will do the job properly Increase motivation increase job performance

3 Motivation Traits Self esteem Intrinsic motivation Need of achievement

4 Self esteem How a person views himself as valuable and worthy Korman s Consistency Theory High self esteem more motivated better performance People with high self esteem actually desire to perform at high levels

5 Self Esteem Chronic self-esteem The overall feeling about himself Situational self-esteem / self-efficacy A person s feeling about himself in a particular situation Socially influenced self-esteem A person s feeling about himself on the basis of the expectation of others

6 Self Esteem Increase self-esteem increase job performance Self-esteem workshop How to think positively, discover positive qualities & sharing positive qualities with others Experience with success An easy task success increase self-esteem increase performance Galatea effect Supervisor behavior To train supervisors to communicate a feeling of confidence Expectation of other s performance Pygmalion effect vs. Golem effect

7 Intrinsic Motivation Enjoy performing the actual tasks Enjoy the challenge of successfully completing the task Do not need external reward

8 Needs McClelland Thematic Apperception Test (TAT) Need for achievement Motivated by challenging jobs Need for affiliation Motivated by jobs in which they can work with and help other people Need for power Motivated by a desire to influence other people

9 Motivation & Value & Expectations Job Expectations Realistic job preview (RJP) Job Characteristics Jobs that are meaningful to them Jobs that gives them autonomy Jobs that gives them feedback of the results Jobs that allows to use a variety of skills

10 Needs & Values & Wants Maslow s Needs Hierarchy Basic Biological Needs food, water & shelter Safety Needs psychological & physical safety Social Needs to work with others, to develop friendships & to feel needed Ego Needs recognition & success praise, awards, promotions Self-Actualization Needs be all that you can be to reach his potential

11 Maslow s Theory Levels five? or two? or three? Some people do not progress up Sequential?

12 Aldefer s ERG Theory Growth Relatedness Existence A person can skip levels

13 Herzberg s Two-Factor Hygiene factors Job-related elements Pay & benefits Motivators Job elements that concern actual tasks & duties Responsibility

14 Goal Setting Goal Employee is given a goal motivated to achieve Goals has to be S - Specific M - Measureable A - Attainable R - Relevant T Time-Bound

15 Feedback Feedback should be provided to employees on their progress in reaching their goals Feedback best increase performance when it is positive & informational Self-regulation Employees monitor their own progress toward attaining goals & make necessary adjustment

16 Reward After accomplishing the goals set by the organization, employees receive reward, incentive, day offs Operant conditioning principles

17 Reward Effectiveness: Timing of the incentive soon after Contingency of the consequences Type of incentive meet individual needs / Premarck Principles reinforcement hieararchy Individual-based vs. group-based Positive vs. negative incentives Fairness