MGTS1601 Lecture Notes - Lecture 8: Belongingness, Work Motivation, Job Performance
Lecture 8 - Motivation Theory 1
What Is Motivation?
● The extent to which persistent effort is directed toward a goal.
○ The basic characteristics of motivation:
■ Effort
■ Persistence - keeping up with it
■ Direction - going in the right direction
■ Goals - what ou’re trig to ahiee
○ Experts in organizational behaviour distinguish between extrinsic and
intrinsic motivation.
Extrinsic Motivation
● There’s a otiatio fro outside of oeself eaple, oe as a ietie to do a
task.
● Extrinsic motivation stems from the work environment, external to the task, and is
usually applied by others.
● Examples include:
○ Pay, fringe benefits, company policies, and various forms of supervision.
○ Some motivators have both extrinsic and intrinsic qualities.
Intrinsic Motivation
● An internal motivation, wanting to do a task because you will enjoy it, no outside
incentives.
● Intrinsic motivation stems from the direct relationship between the worker and the
task and is usually self-applied.
● Examples include:
○ Feelings of achievement, accomplishment, challenge, and competence
deried fro perforig oe’s jo, ad the sheer iterest i the jo itself.
Dan Pink : The Puzzle of Motivation
● https://www.ted.com/talks/dan_pink_on_motivation
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○ A fact that social scientists know but most managers don't: Traditional
extrinsic rewards aren't always as effective as we think.
○ Extrinsic incentive excites people to do a task. But an intrinsic, calm
approach, has people get the job done better.
Motivation - Performance Relationship
● Emotional Intelligence (EI)
○ The ailit to uderstad ad aage oe’s o ad others’ feeligs ad
emotions leads one to better performance. .
○ It involves the ability to:
■ Perceive and express emotion.
■ Assimilate emotion in thought.
■ Understand and reason about emotions.
■ Manage emotions in oneself and others.
● Emotional Intelligence (EI) Research
○ EI predicts performance in a number of areas including job performance and
academic performance.
○ EI predicts job performance above and beyond cognitive ability and the Big
Five personality dimensions.
Theories of Work Motivation
● Need theories are oered ith hat otiates orkers.
● Process theories are concerned with exactly how various factors motivate people.
○ Need and process theories are complementary rather than contradictory.
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
The extent to which persistent effort is directed toward a goal. Direction - going in the right direction. Goals - what (cid:455)ou"re tr(cid:455)i(cid:374)g to a(cid:272)hie(cid:448)e. Experts in organizational behaviour distinguish between extrinsic and intrinsic motivation. There"s a (cid:373)oti(cid:448)atio(cid:374) fro(cid:373) outside of o(cid:374)eself e(cid:454)a(cid:373)ple, (cid:373)o(cid:374)e(cid:455) as a(cid:374) i(cid:374)(cid:272)e(cid:374)ti(cid:448)e to do a task. Extrinsic motivation stems from the work environment, external to the task, and is usually applied by others. Pay, fringe benefits, company policies, and various forms of supervision. Some motivators have both extrinsic and intrinsic qualities. An internal motivation, wanting to do a task because you will enjoy it, no outside incentives. Intrinsic motivation stems from the direct relationship between the worker and the task and is usually self-applied. Feelings of achievement, accomplishment, challenge, and competence deri(cid:448)ed fro(cid:373) perfor(cid:373)i(cid:374)g o(cid:374)e"s jo(cid:271), a(cid:374)d the sheer i(cid:374)terest i(cid:374) the jo(cid:271) itself. A fact that social scientists know but most managers don"t: traditional extrinsic rewards aren"t always as effective as we think.
