Organizational Behaviour - Motivation
Chapter 6 Motivation
Slid e 6-1
Learning Outcomes
1. 2.
3.
4.
What is motivation? What is expectancy theory, and what are the three beliefs that help determine how work effort is directed? What role do needs play? What is goal setting theory? What two qualities make goals strong predictors of task performance? How and when do those effects occur? What does it mean for rewards to be “equitable,” and how are perceptions of equity determined? How do employees respond when they feel a sense of inequity?
Slid e 6-2
Learning Outcomes, Cont’d
What is psychological empowerment? What four beliefs help create a sense of empowerment among employees? 6. How does motivation affect job performance and organizational commitment? 7. What steps can organizations take to increase employee motivation?
5.
Slid e 6-3
What is Motivation?
Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
◦ Motivation is a critical consideration because job performance is largely a function of two factors: motivation and ability.
Slid e 6-4
Motivation and Effort
Adapted from Figure 6-1
Slid e 6-5
Discussion Questions
What makes you decide to direct your effort to work assignments rather than taking a break or wasting time? What makes you decide to be a “good citizen” by helping out a colleague or another student?
Slid e 6-6
Expectancy Theory
Expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses.
◦ Employee behaviour is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
Slid e 6-7
Expectancy Theory
Figure 6-2
Slid e 6-8
Expectancy Theory, Cont’d
Expectancy represents the belief that exerting a high level of effort will result in the successful performance of
Slid e 6-1
Learning Outcomes
1. 2.
3.
4.
What is motivation? What is expectancy theory, and what are the three beliefs that help determine how work effort is directed? What role do needs play? What is goal setting theory? What two qualities make goals strong predictors of task performance? How and when do those effects occur? What does it mean for rewards to be “equitable,” and how are perceptions of equity determined? How do employees respond when they feel a sense of inequity?
Slid e 6-2
Learning Outcomes, Cont’d
What is psychological empowerment? What four beliefs help create a sense of empowerment among employees? 6. How does motivation affect job performance and organizational commitment? 7. What steps can organizations take to increase employee motivation?
5.
Slid e 6-3
What is Motivation?
Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
◦ Motivation is a critical consideration because job performance is largely a function of two factors: motivation and ability.
Slid e 6-4
Motivation and Effort
Adapted from Figure 6-1
Slid e 6-5
Discussion Questions
What makes you decide to direct your effort to work assignments rather than taking a break or wasting time? What makes you decide to be a “good citizen” by helping out a colleague or another student?
Slid e 6-6
Expectancy Theory
Expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses.
◦ Employee behaviour is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
Slid e 6-7
Expectancy Theory
Figure 6-2
Slid e 6-8
Expectancy Theory, Cont’d
Expectancy represents the belief that exerting a high level of effort will result in the successful performance of