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Motivation in the Workplace Module from SIOP. Workplace Motivation Why do people work? Why do other people? What motivates you to work harder at work.

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Presentation on theme: "Motivation in the Workplace Module from SIOP. Workplace Motivation Why do people work? Why do other people? What motivates you to work harder at work."— Presentation transcript:

1 Motivation in the Workplace Module from SIOP

2 Workplace Motivation Why do people work? Why do other people? What motivates you to work harder at work or in school? What de-motivates you? What could your boss or teacher do to get you to work harder? How would you use your knowledge of the psychology of motivation to increase workplace performance?

3 Motivation in Industrial-Organizational Psychology Research and Practice in I-O tends not to focus on biological / physiological theories Instead, we tend to construct our research and interventions around the following approaches (as well as others): – Behavioral: Goal Setting – Cognitive Processes: Decision Making – Need Satisfaction

4 Goal Setting Setting goals for workplace performance tends to be one of the most effective motivators The most motivating goals are – Specific “Get an average customer satisfaction score of at least 95.5” is better then “Get high customer satisfaction ratings” – Difficult but attainable/realistic “Get an average customer satisfaction score of at least 95.5” is better than “Get an average customer satisfaction score of 75.5” The effectiveness of goals also depends on – Commitment to the goal. Employees need to be committed to achieving the goal – Feedback. Goals work better when employees can see whether they’re making progress toward the goal

5 Cognitive Processes (Expectancy Theory) Behavior such as high job performance is more likely if employees have positive perceptions of: – Valence: How good is what I get if I’m successful at this task? – Instrumentality: If I am successful at this task, how likely is it that I’ll get those outcomes I thought about above? – Expectancy: If I try hard, how likely is it that I’ll actually be able to be successful?

6 Need Satisfaction Employees will work to satisfy their needs / higher order goals – Survival (e.g., having enough money to live) – Agency (control over one’s environment) – Esteem (being viewed positively) – Affiliation (social relationships) Job Characteristics Model – Skill variety (lots of different skills used) – Task identity (‘entire’ unit of work) – Task significance (the job should be important) – Autonomy (choice of how to perform the task) – Feedback

7 For More Information… Diefendorff, J. M., & Chandler, M. M. (2010). Motivating employees. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology (Vol. 3, pp ). Washington, DC: American Psychological Association. Jex, S. M., & Britt, T. W. (2008). Organizational Psychology: A Scientist-Practitioner Approach (2 nd Ed.). (Chapters 8 & 9). Hoboken, NJ: John Wiley & Sons. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35- year odyssey. American Psychologist, 57,


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