Motivation Module Summary Sheet Spring

General Overview: According to a recent Gallup poll, an alarming 70% of American workers are not showing up to work committed to delivering their best performance. Why should we care? This has serious implications for the bottom line of individual companies and a nation’s economy as a whole. Using select motivation theories, we will explore different approaches you can take to influence employee engagement and have a positive impact on your organization. We will discuss specifically how various models of motivation can inform people about how and when to use extrinsic rewards, such as stock options, bonuses, piecemeal rates. We will also discuss how managers can foster the employees’ intrinsic motivations in their work. These approaches will also help you achieve your own personal and professional goals in the workplace regardless of your position.

Learning Objectives

Understand key theories in explaining employee motivation (Theories: Expectancy, Equity, Maslow’s Hierarchy of Needs, McClelland’s Needs, Goal Setting, Job Characteristics)
Be able to use extrinsic rewards to increase motivation and performance
Understand when and how extrinsic rewards decrease motivation and performance
Be able to capitalize on people’s intrinsic interest in working
Identify how task characteristics influence which motivational style will be effective

Topics/Theories Covered:
Extrinsic Motivation
Classic Reinforcement Theories
Expectancy Model
Equity Model
Goals
Problems with extrinsic incentives
Intrinsic Motivation
Maslow’s Hierarchy of Needs
Job Characteristics Model
Purpose

Readings:
Nelson, D. L. & Quick, J. C. (2013) Cengage Learning. Organizational Behavior: Science, The Real World, and You, (8th Edition): Chapter 5 (Motivation)
Kerr, S. (1995). On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9, 7-14.
Staw, B. (1995). The self-perception of motivation. In B. Staw (Ed.), Psychological Dimensions of Organizational Behavior