1. Working in Groups: 5 th edition This multimedia product and its contents are protected under copyright law. The following are prohibited by law: - any public performance or display, including transmission of any image over a network; - preparation of any derivative work, including the extraction, in whole or in part, of any images; - any rental, lease, or lending of the program. Isa N. Engleberg Prince George’s Community College Dianna R. Wynn Nash Community College

2. Chapter 6: Group Motivation

3. Motivation The reasons we are moved to do something Group Motivation Provides the inspiration, incentives, and reasons for members to work together to achieve a shared goal

4. Optimal Group Experience A group experience in which all members are committed and inspired Group members are totally caught up in the what they are doing. The group performs at a high level with easy.

5. Motivating by Meeting Needs Maslow’s Hierarchy of Needs Meets Satisfiers/Deficiency Needs Meets Motivators/Fulfillment Needs Schutz’s FIRO Meets Needs for Inclusion, Control, and Affection Needs

6. Maslow’s Hierarchy of Needs and Motivators

7. PowerPoint Quiz Which of the following strategies can motivate group members with strong inclusion needs? a) Spend time with them in social settings. b) Tell them how valuable they are to the group. c) Make them chair of a subcommittee. d) Give them special, individual assignments. e) Let them know how much you like them as friends.

8. Personality Type Motivators Extrovert Encourage interaction _______________ Introvert Set clear goals _______________ ______________ Sensor Set realistic goals _______________ Intuitive Set engaging goals _______________

9. Personality Type Motivators Thinker Encourage debate _______________ Feeler Encourage cooperation _______________ Judger Set standards _____________ _ Perceiver Keep the time frame open _____________

10. Expectancy Value Theory Motivation = individual needs + the value of the goal. Motivation is a function of: Expectancy: probability that effort will achieve the goal Instrumentality: whether achieving the goal will result in a reward or benefit Valance: the value you place on the reward

11. Thomas’s Intrinsic Motivators

12. Intrinsic Motivators Sense of Meaningfulness: Members share a commitment to the goal. Sense of Choice: Members have the power to make decisions. Sense of Competence: Members are capable of achieving the goal. Sense of Progress: Members monitor and celebrate progress. Kenneth Thomas, Intrinsic Motivation at Work

13. Motivation and Culture Individualism–Collectivism Individualistic members need personal recognition. Collectivist members prefer being honored as part of a group. Power Distance High-power-distance members value recognition by a leader. Low-power-distance members prefer compliments from group members

14. Motivation and Culture Uncertainty Avoidance Members avoid uncertainty prefer tried and true methods. Members accept uncertainty see change as stimulating. Masculine–Feminine Values Members with masculine values like competition and leadership opportunities. Members with feminine values take on group maintenance roles.

15. Motivation and Culture High or Low Context High context members sense praise nonverbally. Low-context members need verbal praise and rewards. Monochronic–Polychronic Time Monochronic cultures concentrate on a specific task and meet deadlines. Polychronic members like multitasking and flexible deadlines.

16. Motivating Virtual Groups Schedule a face-to-face orientation meeting. Provide agendas before all online meetings. Adapt to members' needs, personality types, and cultural differences. Make sure everyone contributes. Encourage "virtual" friendships. Keep virtual meetings short and relevant.

17. Assessment and Motivation Group Assessment A way to monitor group progress and determines if a group is achieving its goals Effective assessment can help determine: whether and to what extent a group is progressing toward its goal. whether and to what extent there are interpersonal or procedural problems.

18. Motivation and Feedback Controlling feedback tells members what to do and emphasizes the power to reward or punish members. Informational feedback tells members how they are doing and describes to what extent the group is achieving its goal.

19. Use “It” Statements as Feedback “It” statements... describe how the group is working and progressing. avoid descriptions about members or what you feel about them. avoid using the word you when describing individual or group behavior. focus on the task rather than on group members. are based on objective information about the group’s work. answer the question “How is it going?” rather than “How am I doing?”

20. “You” vs. “It” Statements “You” Statement “You’re way behind schedule.” “Why are you always telling us that Bill’s plan won’t work?” “It” Statement “It seems as though the group will miss its deadline.” ________________ _

21. Reprimands Questions to ask before reprimanding: Do you have all the facts? Has this problem happened before? Do members know the rules or standards? Will the reprimand benefit the group? Were other members involved in the incident? Was the infraction intentional or unintentional? Is this a personal problem or a group problem?

22. Motivation and Rewards Rewards Reward are given as compensation for good service or behavior. The prospect of a reward can motivate. Motivation Rewards may not motivate members. Motivation comes from within. Motivation has little or nothing to do with external rewards.

23. Extrinsic and Intrinsic Rewards Extrinsic Rewards Come from the external environment Examples: Good pay Good benefits _______________ Intrinsic Rewards Anything satisfying and energizing in itself Examples: Praise ______________

24. Objective Rewards Fair: Reward those who truly earn it. Equitable: Everyone has the same opportunity to earn rewards. Competitive: Rewards are based on objective standards. Appropriate: Rewards are based on the appropriate level of achievement.

25. The Role of Punishment Punishment does not motivate! When group members are punished (denied advancement, recognition, resources, perks) they may: spend time and energy complaining. do less work. get even with punisher. pursue outside interests. sabotage the work of others.

26. How Motivated Are You? 1. I work very hard in my group. 2. I am willing to spend extra time on group projects. 3. I try to attend all group meetings. 4. I often lose track of time when I’m working in this group. 5. I look forward to working with the members of my group.