The main contents of the chapter consist of the following: Motivation, the nature of motivation, the motivation equation, expectancy theory, need theory, training & development, types of training, types of development, performance appraisal. | Management Practices Lecture-17 1 Recap Training & Development Types of Training Types of Development Performance Appraisal 2 Today’s Lecture Motivation The Nature of Motivation The Motivation Equation Expectancy Theory Need Theory 3 The Nature of Motivation Motivation The psychological forces that determine the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence Explains why people behave the way they do in organizations 4 4 Motivation Defined as the psychological forces within a person that determine: 1) direction of behavior in an organization; 2) the effort or how hard people work; 3) the persistence displayed in meeting goals. Intrinsic Motivation: behavior performed for its own sake. Motivation comes from performing the work. Extrinsic Motivation: behavior performed to acquire rewards. Motivation source is the consequence of an action. Outcomes & Inputs Regardless of the source of motivation, people seek outcomes. | Management Practices Lecture-17 1 Recap Training & Development Types of Training Types of Development Performance Appraisal 2 Today’s Lecture Motivation The Nature of Motivation The Motivation Equation Expectancy Theory Need Theory 3 The Nature of Motivation Motivation The psychological forces that determine the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence Explains why people behave the way they do in organizations 4 4 Motivation Defined as the psychological forces within a person that determine: 1) direction of behavior in an organization; 2) the effort or how hard people work; 3) the persistence displayed in meeting goals. Intrinsic Motivation: behavior performed for its own sake. Motivation comes from performing the work. Extrinsic Motivation: behavior performed to acquire rewards. Motivation source is the consequence of an action. Outcomes & Inputs Regardless of the source of motivation, people seek outcomes. Outcome: anything a person gets from a job. Examples include pay, autonomy, accomplishment. Organizations hire workers to obtain inputs: Input: anything a person contributes to their job. Examples include skills, knowledge, work behavior. Managers thus use outcomes to motivate workers to provide inputs. The Motivation Equation Expectancy, Instrumentality, and Valence 13-8 Expectancy Theory 13-9 Need Theories Need Theories Theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs. Need A requirement or necessity for survival and well-being. Managers must determine what needs a worker wants satisfied and ensure that a person receives the outcomes when performing well. 13-10 10 10 Maslow’s Hierarchy of Needs 13-11 Alderfer’s ERG Theory 13-12 Motivation-Hygiene Theory Focuses on outcomes that can lead to high motivation, job satisfaction, & those that can prevent dissatisfaction. Motivator needs: related to nature of the
