goal setting and job design approaches to motivation

GOAL SETTING AND JOB DESIGN APPROACHES TO

MOTIVATION

MOTIVATIONAL FRAMEWORK

Experiencedneed

deficiencies

Experiencedneed

deficiencies

Search for ways to

satisfy needs

Search for ways to

satisfy needs

Enactment of behavioral

choice(performance)


choice(performance)

Choice of goal-directed

behaviors


behaviors

Reassessmentof need

deficiencies

Reassessmentof need

deficiencies

Experienced rewards orpunishment


Goal Setting and Motivation

• Goal setting is a useful method of enhancing employee performance. From a motivational perspective, a goal is a ____________________.

• Goal setting, as a theory of motivation, assumes that behavior is a result of ________________ and _______________.

Goals are useful for two purposes:

• Goals provide a useful framework for managing motivation. Managers and employees can set goals for themselves and then work toward them.

• Goals are an effective _________ device; control is monitoring by management of how well the organization is performing.

GOAL SETTING:Four Key Parts

• Goal Difficulty– Is the extent to which a goal is

_____________ and requires effort. Difficult, yet realistic, goals are the most effective.

• Goal Specificity– Is the ________ and _________ of a goal.

Specific, rather than vague, goals are the most effective.

GOAL SETTING:Four Key Parts

• Goal Acceptance

– Is the extent to which persons accept goals as their own.

• Goal Commitment

– Is the extent to which a person is personally interested in reaching a goal.

The Goal-Setting Theory of Motivation

Broader Perspectives on Goal Setting

Subsidiary/UnitGoals

Subsidiary/UnitGoals

SubordinateGoals

SubordinateGoals

Review and ReviseSubordinate GoalsReview and ReviseSubordinate Goals

Overall GoalsOverall Goals

Management By Objectives (MBO)

•A collaborative goal-setting process through which organizational goals _______ down throughout the organization.

•MBO programs help implement goal-setting theory on a systematic basis throughout the organization.

Goal Setting and Motivation

DO THESE IDEAS TRANSFER TO OTHER CULTURES?

ARE DIFFICULTY, SPECIFICITY, ACCEPTANCE, AND COMMITMENT IMPORTANT IN ALL CULTURES?

Job Characteristics Model

Low absenteeismand turnover

High satisfactionwith the work

High qualityworkperformance

High internalworkmotivation

Personal and Work Outcomes







Three Critical Psychological StatesKnowledge ofactual work results

Experiencedresponsibility for work outcomes

Experiencedmeaningfulnessof work







Three Critical Psychological States

Five Job Characteristics

Knowledge ofactual work results



FeedbackAutonomySkill varietyTask identityTask significance






Personal and Work OutcomesGro

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Three Critical Psychological States

Five Job Characteristics




FeedbackAutonomy

Skill varietyTask identityTask significance

Job Characteristics TheoryCore Job Dimensions

•Skill Variety–The degree to which the job requires a variety of activities

that involve different skills and talents.

•Task Identity–The degree to which the job requires completion of a

“whole” and an identifiable piece of work.–The extent to which a job has a beginning and an end with a

tangible outcome.

•Task Significance–The degree to which the job affects the lives or work of other

people, both in the immediate organization and in the external environment.

Job Characteristics Theory:Core Job Dimensions

• Autonomy– The degree to which the job allows the

individual substantial freedom, independence, and discretion to schedule the work and determine the procedures for carrying it out.

• Feedback– The degree to which the job

activities give the individual direct and clear information about the effectiveness of his or her performance.

Job Characteristics Theory:Critical Psychological States

•Experienced meaningfulness of the work

–The degree to which the individual experiences the job as generally meaningful, valuable, and worthwhile.

•Experienced responsibility for work outcomes

–The degree to which individuals feel personally accountable and responsible for the result of their work.

•Knowledge of results

–The degree to which individuals continuously understand how effectively they are performing their job.


Five Job CharacteristicsSkill varietyTask identityTask significance

Autonomy Feedback


Three Critical Psychological StatesExperiencedmeaningfulnessof work







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JOB DESIGNACROSS CULTURES

• WHAT ARE THE KEY PARTS OF THIS APPROACH THAT WILL DETERMINE WHETHER OR NOT THIS APPROACH WILL WORK IN OTHER CULTURES?

• DESIRE FOR CORE JOB DIMENSIONS?

• CRITICAL PSYCHOLOGICAL STATES?

• IMPORTANCE OF GROWTH NEEDS?

MOTIVATIONAL FRAMEWORK

Experiencedneed

deficiencies

Experiencedneed

deficiencies

Search for ways to

satisfy needs

Search for ways to

satisfy needs


choice(performance)


choice(performance)


behaviors


behaviors

Reassessmentof need

deficiencies

Reassessmentof need

deficiencies



goal setting and job design approaches to motivation

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