tailieunhanh - Lecture Organizational behavior: Improving performance and commitment in the workplace (4/e): Chapter 6 – Colquitt, LePine, Wesson

Chapter 6 - Motivation. In this chapter, we will address the following questions: What is motivation? What three beliefs help determine work effort, according to expectancy theory? What two qualities make goals strong predictors of task performance, according to goal setting theory? What does it mean to be equitably treated according to equity theory, and how do employees respond to inequity?. | Motivation Chapter 6 Motivation Defined A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence What do you do? How hard do you do it? How long do you do it? Theories of Motivation Several theories attempt to summarize the key factors that foster high motivation: Expectancy theory Goal setting theory Equity theory Psychological empowerment Expectancy Theory Motivation is fostered when the employee believes three things: That effort will result in performance That performance will result in outcomes That those outcomes will be valuable Expectancy Theory Expectancy Effort → Performance Can be hindered by: Lack of necessary resources Lack of supportive leadership Low self-efficacy Expectancy Instrumentality Performance → Outcomes Can be hindered by: Poor methods for measuring performance, as Instrumentality could actually be rewritten to be Performance → Evaluation → Outcomes . | Motivation Chapter 6 Motivation Defined A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence What do you do? How hard do you do it? How long do you do it? Theories of Motivation Several theories attempt to summarize the key factors that foster high motivation: Expectancy theory Goal setting theory Equity theory Psychological empowerment Expectancy Theory Motivation is fostered when the employee believes three things: That effort will result in performance That performance will result in outcomes That those outcomes will be valuable Expectancy Theory Expectancy Effort → Performance Can be hindered by: Lack of necessary resources Lack of supportive leadership Low self-efficacy Expectancy Instrumentality Performance → Outcomes Can be hindered by: Poor methods for measuring performance, as Instrumentality could actually be rewritten to be Performance → Evaluation → Outcomes Inadequate budget to provide outcomes, even when performance is high Use of policies that reward things besides performance, such as attendance or seniority Time delays in doling out rewards Valence Anticipated value of outcomes Extrinsic Intrinsic Valence Valence Why does pay have such a high valence? The meaning of money Achievement Respect Freedom Expectancy Theory Motivation = (E→P) x Σ[(P→O) x V] Key aspect: multiplicative effects Motivation is zero if either expectancy, instrumentality, or valence is zero Goal Setting Theory Motivation is fostered when employees are given specific and difficult goals Rather than no goals, easy goals, or “do your best” goals Goal Setting Theory Goal Setting Theory Equity Theory Motivation is maximized when an employee’s ratio of “outcomes” to “inputs” matches those of some “comparison other” Thus motivation also depends on the outcomes received by other employees Equity Theory Are these really equal? Equity Theory What emotion do you feel in this case?