Motivation and Prentice Hall

Basics of Organizational Behavior, 10/e Stephen P. Robbins and Timothy A. Judge Chapter 5 Motivation Concepts Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-1 After considering this part, you ought to have the option to: 1. Depict the three key components of inspiration. 2. Distinguish four early speculations of inspiration and assess their relevance today. 3. Thoroughly analyze objective setting hypothesis and selfefficacy hypothesis. 4. Exhibit how hierarchical equity is a refinement of value hypothesis. 5. Apply the key fundamentals of anticipation hypothesis to propelling workers. . Disclose to what degree inspiration hypotheses are culture bound. Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-2 What Is Motivation? The procedures that represents an individual’s power, bearing, and determination of exertion toward accomplishing a hierarchical objective ? Power †the measure of exertion set forth to meet the objecti ve ? Bearing †endeavors are directed toward authoritative objectives ? Determination †to what extent the exertion is kept up Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-3 Early Theories of Motivation Maslow’s Hierarchy of Needs Theory †¢ McGregor’s Theory X and Theory Y †¢ Herzberg’s Two-Factor (Motivation-Hygiene) Theory †¢ McClellan’s Theory of Needs (Three Needs Theory) Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-4 Maslow’s Hierarchy of Needs Theory Self-Actualization Upper Esteem Social Safety Psychological 5-5 Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Lower Douglas McGregor’s X and Y Theory X Theory Y †¢ Inherent aversion for work and will endeavor to evade it †¢ Must be constrained, controlled or undermined with discipline View function as being as normal as rest or play †¢ Will practice self-heading and discretion whenever focused on targets 5-6 Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Herzberg’s Two-Factor Theory Not Dissatisfied Satisfied Motivation Factors †¢ Quality of management †¢ Pay †¢ Company strategies †¢ Physical working conditions †¢ Relationships †¢ Job security Hygiene Factors †¢ Promotional open doors †¢ Opportunities for self-improvement †¢ Recognition †¢ Responsibility †¢ Achievement Dissatisfied Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Not Satisfied 5-7 McClelland's Theory of Needs †¢ Need for Achievement (nAch) The drive to exceed expectations †¢ Need for Power (nPow) The need to cause others to carry on in a manner they would not have carried on in any case †¢ Need for Affiliation (nAff) The longing for amicable and close relational connections Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-8 McClelland's High Achievers †¢ High achievers incline toward employments with: ? Moral obligation ? Criticism ? Halfway level of hazard (50/50) †¢ High achievers are not really acceptable directors High nPow and low nAff is identified with administrative achievement Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-9 Contemporary Theories of Motivation †¢ Cognitive Evaluation Theory †¢ Goal-Setting Theory ? The board by Objectives †¢ Self-Efficacy Theory †¢ Equity Theory †¢ Expectancy Theory Co pyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-10 Cognitive Evaluation Theory †¢ Proposes that the presentation of outward prizes for work (pay) that was beforehand characteristically compensating will in general lessening by and large inspiration Verbal prizes increment inborn inspiration, while unmistakable prizes subvert it Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-11 Goal-Setting Theory †¢ Goals increment execution when the objectives are: ? Explicit ? Troublesome, yet acknowledged by workers ? Joined by input (particularly selfgenerated criticism) †¢ Contingencies in objective setting hypothesis: ? Objective Commitment †open objectives better! ? Errand Characteristics †basic and natural better! ? National Culture †Western culture suits best! Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-12 Management by Objectives (MBO) †¢ Converts by and large hierarchical goals into explicit targets for work units and people †¢ Common fixings: ? ? ? ? Objective particularity Explicit timeframe Performance input Participation in dynamic 5-13 Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Self-Efficacy or Social Learning Theory Individual’s conviction that the person is equipped for playing out an errand Self-adequacy expanded by: ? Enactive authority †gain experience ? Vicarious demonstrating †see another person carry out the responsibility ? Verbal influence †somebody persuades you that you have what it takes ? Excitement †get stimulated Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-14 Equity Theory †¢ Employees weigh what they put into an occupation circumstance (contribution) against what they get from it (result). †¢ They contrast their information result proportion and the information result proportion of applicable others. My Output My Input Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Your Output Your Input 5-15 Equity Theory and Reactions to Inequitable Pay Employee responses in contrast with impartially paid workers Employees are: Paid by: Piece Time Will deliver more Produce less yield or yield of less fortunate quality 5-16 Will create Over-Rewarded less, yet higherquality units Produce enormous Undernumber of low Rewarded quality units Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Equity Theory: Forms of Justice Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-17 Expectancy Theory Three key connections: 1. Exertion Performance: saw likelihood that applying exertion prompts fruitful execution 2. Execution Reward: the conviction that effective presentation prompts wanted result 3. Prizes Personal Goals: the appeal of authoritative result (reward) to the individual Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-18 Global Implications Are inspiration hypotheses culture-bound? ? ? ? ? Most were created for and by the United States Goal-setting and anticipation hypotheses underline objective achievement and levelheaded individual idea Maslow’s Hierarchy may change request McClelland's nAch assumes acknowledgment of a moderate level of hazard worry for execution Equity hypothesis intently attached to American compensation rehearses Hertzberg’s two-factor hypothesis accomplishes appear to work across societies 5-19 ? Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Implications for Managers †¢ Look past need speculations Goal setting prompts higher efficiency Organizational equity has bolster Expectancy hypothesis is an integral asset, however may not sensible sometimes †¢ Goal-setting, auth oritative equity, and anticipation speculations all give viable proposals to inspiration Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-20 Keep in Mind†¦ †¢ Make objectives explicit and troublesome †¢ Motivation can be expanded by bringing mployee certainty up in their own capacities (self-adequacy) choices, particularly when the result is probably going to be seen contrarily 5-21 †¢ Openly share data on allotment Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall Summary 1. Portrayed the three key components of inspiration. 2. Distinguished four early hypotheses of inspiration and assessed their appropriateness today. 3. Looked into objective setting hypothesis and self-adequacy hypothesis. 4. Exhibited how authoritative equity is a refinement of value hypothesis. 5. Applied the key fundamentals of anticipation hypothesis to propelling workers. 6. Disclosed to what degree inspiration hypotheses are culture bound. Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-22 All rights held. No piece of this distribution might be repeated, put away in a recovery framework, or transmitted, in any structure or using any and all means, electronic, mechanical, copying, recording, or something else, without the earlier composed authorization of the distributer. Imprinted in the United States of America. Copyright  ©2010 Pearson Education, Inc. Distributing as Prentice Hall 5-23