Motivation and Empowerment Chapter 8 Motivation and Empowerment

Learning Objectives Recognize and apply the difference between intrinsic and extrinsic rewards Tap into the motives that induce people to take action to accomplish important goals Motivate others by meeting their higher-level needs Apply needs-based theories of motivation and understand how the concept of equity applies to motivation

Learning Objectives Describe the psychological and structural elements of empowerment and how empowerment contributes to motivation Apply the job characteristics model to enrich jobs Identify factors that play a role in employee engagement and use engagement to meet higher level needs

Learning Objectives Build a thriving workforce by giving people a sense of making progress toward meaningful goals

Exhibit 8.1 - A Simple Model of Motivation

Types of Rewards Intrinsic rewards Internal satisfactions a person receives in the process of performing a particular action Appeal to the higher needs of individuals Intrinsic rewards Given by another person, typically a supervisor Pay raise and promotions Appeal to the lower needs of individuals Extrinsic rewards

Exhibit 8.2 - Needs of People and Motivation Methods

Exhibit 8.3 - Four Categories of Motives Source: Based on Bruce H. Jackson, “Influence Behavior: Become a Master Motivator,” Leadership Excellence (April 2010), p. 14

Needs-Based Theory of Motivation Maslow’s theory proposes that humans are motivated by multiple needs and those needs exist in a hierarchical order Hierarchy of needs theory Hygiene factors: Involves the presence or absence of job dissatisfiers, such as working conditions, pay, company policies, and interpersonal relationships Motivators: Involves job satisfaction and meeting higher-level needs such as achievement, recognition, and opportunity for growth Two-factor theory McClelland’s theory proposes that certain types of needs are acquired during an individual’s lifetime Need for achievement, affiliation, and power Acquired needs theory

Exhibit 8.4 - Maslow’s Hierarchy of Needs

Exhibit 8.5 - Herzberg’s Two-Factor Theory

Other Motivation Theories Looks at the relationship between behavior and its consequences Behavior modification: Set of techniques by which reinforcement theory is used to modify behavior Reinforcement theory Motivation depends on individuals’ mental expectations about their ability to perform tasks and receive desired rewards  Expectancy theory People are motivated to seek social equity in the rewards they receive for performance State of equity - Ratio of one person’s outcomes to inputs equals the ratio of others’ in the work group Inequity - Input/outcome ratios are out of balance Equity theory

Exhibit 8.6 - Shaping Behavior with Reinforcement

Exhibit 8.7 - Key Elements of Expectancy Theory

Exhibit 8.8 - The Job Characteristics Model Source: Adapted from J. Richard hackman and G.R. Oldham, “Motivation through the design of Work: Test of a Theory,” Organizational Behavior Human Performance 16 (1976): 256

Exhibit 8.9 - The Empowerment Continuum