part Chapter © 2009 The McGraw-Hill Companies, Inc. All rights reserved. 1 McGraw-Hill Motivating People 3 Chapter 10

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 2 McGraw-Hill Learning Objectives 1.Define motivation. 2.Discuss the equity approach to motivation. 3.Explain the hierarchy of needs. 4.Discuss the motivation-maintenance approach to motivation. 5.Discuss the expectancy approach to motivation. 6.Define job satisfaction and organizational morale.

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 3 McGraw-Hill Motivating Employees William James in late 1800s “To move” Three characteristics Needs produce motives –A stimulus Analyzing motivation using various approaches

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 4 McGraw-Hill Importance of Trust in Management Essential for success Gives management credibility Equity Approach Theory – Fair treatment in relation to others Inequity Inputs Outcomes Actions to reduce in equity

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 5 McGraw-Hill Hierarchy of Needs Physiological Safety Social Esteem Self-actualization Different methods can be used to satisfy a need by different people Many organizations are applying the Need hierarchy logic

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 6 McGraw-Hill Achievement-Power-Affiliation Approach David C. McClelland Three needs: –Achievement –Power –Affiliation Degree for each need Motivates behavior Does not satisfy

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 7 McGraw-Hill Motivation-Hygiene Approach Frederick Herzberg Extensive interviews and their Analysis First factors favorable – work itself Second factors – negative – work environment Summary Job enlargement Job rotation Job enrichment

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 8 McGraw-Hill Expectancy Approach Victor Vroom Three basic beliefs: –Expectancy –Instrumentality –Valence External factors – negatively influence Each component can be affected by management Final component – taken for granted –Solicit employee input for maximum return

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 9 McGraw-Hill Reinforcement Approach B. F. Skinner Four types –Positive –Avoidance –Extinction –Punishment Steps in positive reinforcement –KEY: Rewards must result from performance Positive more effective

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 10 McGraw-Hill Integrating the Approaches to Motivation Utilize more than one approach Job Satisfaction Five major components Other components Mind set about the job Organizational morale

© 2009 The McGraw-Hill Companies, Inc. All rights reserved. 11 McGraw-Hill The Satisfaction-Performance Controversy Belief: Satisfied employees = good performance Research rejects this popular view Intrinsic/extrinsic satisfaction and performance Recruitment successful by satisfied employees Internal/external factors Satisfaction and motivation – not identical Result