organizational behavior human behavior at work thirteenth edition copyright © 2011 by the...

Organizational Behavior Human Behavior at WorkThirteenth Edition

Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/IrwinJohn Newstrom Organizational Behavior 13th edition mcc 2011

John Newstrom Organizational Behavior 13th edition mcc 2011

Chapter Five

Motivation

Principles of Greatness

You can't send a duck to eagle school

http://www.youtube.com/watch?v=q5kn4OBRxro&feature=related

http://www.youtube.com/watch?v=YaMwLp9be8w&feature=related

http://www.youtube.com/watch?v=WKWf7FmUp0U&feature=related


Chapter Objectives

To describe:• Models of motivation• Job satisfaction and morale• Work ethic

5-3


Introduction

Motivation…• Takes place within a

culture and social system

• Role

• Status

5-4


A Model of Motivation

Potential Performance = Ability × Motivation (willingness)

Environment Opportunity

Needs & Drives

Tension Effort Performance Rewards

Goals & incentives Ability

Need satisfaction

5-5

Where hands-up in class is banned

A. B+. B-. C. F. What did you get?"The first thing pupils do is look at their score. Do you know what the second thing is? Look at what the others got. Any feedback from the teacher is ignored," says Professor Wiliam. "As soon as you grade them, learning stops."So in his experimental classroom, projects were returned with no grades, just feedback. In an art lesson, for instance, pupils made gecko sculptures and were given written feedback on how to improve on their creation. Only once it had been reworked did their gecko get graded. "They didn't like it. Pupils are like drug addicts, they're addicted to grades and we've got them hooked. They expect grades. Parents expect grades."

Lane, Megan Where hands up in class is banned” BBC News ONLINE 7 September 2010 Accessed 1 04 2011 <<http:/ /www.bbc.co.uk/news/education-11090044>>


http://www.bbc.co.uk/news/education-11090044

Group Assignment: Motivation

Take notes / record the group discussion during this presentation / discussion.

These notes will describe how you and your group are motivated.

Mention at least three theories (minimum)

This Assignment is part of “group process” - LO 3

Upload the notes to your social network site.


Psychological Contract


Psychological Contract

“What I give and what I expect to get”

Discuss: What is the psychological contract between

Students and teachers? Husbands and wives? Leaders and team members?

What happens if you don’t discuss and agree the psychological contract at the beginning of your relationship?



direction and focus of

behaviorpositive - a person is

dependable, creative,

helpful, timely

Negative –late, absent,

withdraws, low performanc

level of effort

high

does just enough

persistence

continual high effort

gives up, works sometimes

Motivation - forces that cause a person to act in certain ways

Motivation Forces

Discuss, giving examples and evidence to prove your points, for each person in the group: What is your direction and focus of

behavior?

What is your level of effort?

What is your level of persistence?John Newstrom Organizational Behavior 13th edition mcc 2011


McClelland - Motivational Drives

AchievementAffiliationPower

5-12

http://www.youtube.com/watch?v=u6XAPnuFjJc&NR=1


Achievement Motivation

Achievers work hard when• They will receive personal credit for effort• The risk of failure is only moderate• They receive feedback about past performance

Characteristics of Achievers• Take responsibility for actions and results• Control their destiny• Seek regular feedback• Enjoy winning • Select assistants who are technically capable• Have little regard for personal feelings

5-13


Affiliation Motivation

People with affiliation motives• Work better when complimented for favorable

attitudes and cooperation

• Surround themselves with likable people

• Have trouble assigning challenging tasks, directing activities, monitoring effectiveness

• May have trouble getting things done

5-14


Power Motivation

A drive to influence people, take control, and change situations

• Positive or negative

• organization or personal

5-15

What drives you?

Use your LSA results to discuss what motivate you.

Achievement

Affiliation

Power


Managers can Apply the Drives

•Observe employee behavior to determine how employees respond

• Identify strongest motivational drive



Human Needs

Basic Physical Needs• Includes food, water, sleep, air• Universal• May vary in strength

Secondary Needs• Develop as people mature• Includes self-esteem, sense of duty,

competitiveness, affection, self-assertion• Nearly any management action will affect

secondary needs

5-18

http://www.youtube.com/watch?v=HhkjhVzGBIo&NR=1&feature=fvwp


Human Needs

Key conclusions about secondary needs:• Strongly conditioned by experience• Vary in type and intensity• Subject to change across time• Work in combination and influence each other• Often hidden from conscious recognition• Vague feelings, not specific physical needs• Influence behavior in powerful ways

5-19


Maslow’s Hierarchy of Needs

Physiological

Safety and Security

Belonging and Social

Esteem and Status

Self-Actualization

5-20

http://news.bbc.co.uk/2/hi/programmes/working_lunch/2988186.stm

Where do you fit on Maslow’s hierarchy?

Discuss what motivates you



Maslow’s Hierarchy of Needs

Today’s managers must…• Identify and accept employee needs• Recognize that needs differ among employees• Offer satisfaction for currently unmet needs• Realize that giving more of the same reward

may have diminishing impact on motivation

5-22


Herzberg’s Two-Factor Model

Motivational Factors• Work itself, achievement, possibility of growth• Advancement, recognition

Maintenance Factors• Working conditions, pay• Status• Relations with supervisors, peers, subordinates• Quality of supervision• Company policy and administration• Job security

5-23

http://www.youtube.com/watch?v=1fH3mElrBcM


Herzberg’s Two-Factor Model

Effects of Maintenance and Motivational Factors

(Absence) Maintenance factors (Presence)

(Absence) Motivational factors (Presence)

High negativefeelings Neutral

High positivefeelings

5-24

Hertzberg’s Two Factors

Discuss what motivates your group

Maintenance factors

Motivational factors – what are your intrinsic rewards from the work itself



Behavior modification - Law of Effect

A person repeats behavior that has positive results• Stops behaviors that have negative results

Conditions• Consequences must make sense• Person must see connection between behavior

and consequences

5-26


Four Consequences of OB Mod

PunishmentPositive

reinforcement

ExtinctionNegative

reinforcement

Application

Withdrawal

Manager’s use

Negative Positive

Nature of consequence5-27

Behavior Modification

Discuss how to change your group behavior

Punishment

Positive reinforcement

Negative renforcement


Locus of Control

Look at your LSA results

What is your Locus of Control – internal or external?

Alternately, complete the locus of control scales and discuss your result.



VROOM - The Expectancy Model

Valence × Expectancy × Instrumentality = Motivation

Valence = reward preference from “I don’t care about the reward” to “I prefer to have the reward”

Expectancy = belief that effort will complete taskfrom” I can’t do it” to “I can do it perfectly”

Instrumentality = reward probabilityfrom ”I get the reward if I give excellent

performance” to “There is no relation between reward and performance”

5-30


Valence, Expectancy, Instrumentality

Valence

Expectancy

Instrumentality

Strongavoidance

IndifferenceStrong

preference

-1 0 +1

Low probability High probability

0 +1

Low probability High probability

0 +1

5-31


Motivation

Uncertainty• Strengthens the value of the

reward

• Strengthens the connections between effort and performance and performance and reward

5-32

Vroom’s Expectancy Theory

Discuss your group beliefs about the assessment strategy in this course

Online quizzes – – Expectancy– Instrumentality– Valence

Project– Expectancy– Instrumentality– Valence



The Equity Model

Content and process theories of motivation look at the individual person

Equity model compares their rewards (outcomes) with their effort (inputs)

People…• Observe one another• Judge one another• Make comparisons

Rewards Must seem to be “Fair”

5-34

http://www.bbc.co.uk/news/education-11090044


Person's Inputs

Person's Outcomes

pay

fun at work

rewards

education

job difficulty

effort

Equity Model


The Equity Model Applied

People• Have different perceptions• Work within several social systems• May have multiple reference groups• Have shifting standards• Have an upward orientation• Have personal egos• Are subject to equity sensitivity• Need to see equal process

5-36

Equity Theory

Discuss your group beliefs about the equity model

What do you put into the Project, the course

What do you get out of the

Project, the course

Is it equitable? Explain?



Motivational Models

All have strengths and weaknesses

All add to understanding of motivational process

New models mainly cognitive

Must be adapted to the situation

Blending of many models is useful

5-38


• work is important and a goal in lifework ethic

• “me first”leisure ethic

• I need relationshipsconnectness

• a belief that people should receive benefits without having to work

• "I am Emirati so I should get ............"• "the government will do it for me"

entitlement

• being in the right place at the right time leads to instant wealthluck

Social Values and work ethic

Job satisfaction

Attitude:

Feelings and beliefs that affect

how people see their environment

how people commit to action

how people decide to behave

Job satisfaction:

feelings and emotions with which people view work

or studies


Job Satisfaction Activity

A. Working individually, rate, on a scale of 1 (low) to 10 (high) the following:1. Overall satisfaction with the course2. Feeling of involvement with the educational process3. Commitment to the college4. Rate your overall program (not one course).5. Then, do the same thing for your team.B. Discuss the results. What are the overall reasons for the level of satisfaction, involvement and commitment in the class?


Group Assignment: Motivation

You have evidence of discussion on the following:Psychological contractForcesDrivesMaslowHertzbergBehavior ModificationLocus of ControlExpectancy theoryEquity TheoryJob satisfaction, Work ethic

Upload to your social network site – LO 3 Motivation - group processes


organizational behavior human behavior at work thirteenth edition copyright © 2011 by the...

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