In-Class Notes Ch.11-14:
Thursday January 08,2009:
What is Motivation?:
●incentive, direction, reasoning behind action, involvement, compensation, job security,
What Motivate Employees?:
●The key to leadership success is; Motivating others to do their best.
●Losing an employee is costly
●Motivating the right people to join and remain in the company is a major function of
●Intrinsic reward; personal satisfaction of a job well done.
●Extrinsic; outside recognition of a job well done.
●Increase productivity by studying the most efficient ways of doing things and then teaching
workers these methods. i.e. Scientific management.
●Three elements of his approach were: time, methods, and rules of work.
●Time-motion studies break down the tasks needed to do a job and measure the time needed to
do each task.
Hawthorne Effect Elton Mayo:
●The Hawthorne studies' results encouraged researchers to study human motivation and the
managerial styles that lead to more productivity.
●The Hawthorne Effect refers to the tendency for people to behave differently when they know
they're being studied.
●Mayo hypothesized that human or psychological factors caused the productivity increases in the
-The workers in the test room thought of themselves as a social group.
-The workers were involved in the planning of the experiments
-The workers enjoyed the special atmosphere and additional pay for the increased productivity
Maslow's Hierarchy of Needs pyramid in power point and textbook
Hierarchy of Needs- Maslow:
●Physiological: Basic survival needs including the need to drink, eat, and be sheltered from heat
●Safety: The need to feel secure at work and at home.
●Social: The need to feel loved, accepted, and part of the group.
●Esteem: The need for recognition and acknowledgement from others, as well as self-respect
and a sense of status.
●Self-Actualization: The need to develop to your fullest potential.
Herzberg's Motivating Factors:
●Growth and advancement
●status, praise, recognition
●job security, environment, job satisfaction
McGregor's Theory X and Y:
●Forced/ controlled/ directed
●Motivated by fear and money
●Examples: Construction workers(not motivated), prison guard, McDonald's manager(places
with high employee turnover)
●Naturally works toward goals
●Imaginative, creative, clever
●Motivated by empowerment
Tuesday January 13,2009:
Ouchi's Theory Z:
●Long term employment
●Collective decision making
●Slow evaluation and promotion
●Implicit informal control with explicit formalized control
●Moderately specialized career paths
●Holistic concern for employees and their families
Employee-Oriented Motivational Techniques:
-MBO-Everyone gets together and writes individual goals
-Effort---->Performance--->Outcome – As effort goes up so does performance and Outcome,
vice versa if Effort goes down
-Positive and Negative reinforcements
-Inputs vs. Outputs, perceptions
●Create an organizational culture that rewards listening
●Train managers and supervisors to listen
●Remove barriers to open communication
●Actively undertake to facilitate communication
Thursday January 15 th
Wasn't here just go on power point notes!
Tuesday, January 20 th
Wednesday: 9:00-11:00 a.m.
Thursday: 9:00-12:30 a.m.
Friday: 9:00-11:00 a.m.
Performance Appraisal: Six Steps:
1) Establish performance standards
2) Communicate standards
3) Evaluate performance
4) Discuss results
5) Take corrective action
6) Use results to make decisions
●360 degree model: means you are evaluated by more than just the employer (customers,
suppliers, fellow employees). ---expensive and time consuming
●Fringe benefits(involuntary benefits-CPP, Vacation pay, etc. And voluntary benefits-various
choices on medical care or dental care,etc.)
Incentive, direction, reasoning behind action, involvement, compensation, job security, The key to leadership success is; motivating others to do their best. Motivating the right people to join and remain in the company is a major function of management. Intrinsic reward; personal satisfaction of a job well done. Extrinsic; outside recognition of a job well done. Increase productivity by studying the most efficient ways of doing things and then teaching workers these methods. i. e. scientific management. Three elements of his approach were: time, methods, and rules of work. Time-motion studies break down the tasks needed to do a job and measure the time needed to do each task. The hawthorne studies" results encouraged researchers to study human motivation and the managerial styles that lead to more productivity. The hawthorne effect refers to the tendency for people to behave differently when they know they"re being studied. Mayo hypothesized that human or psychological factors caused the productivity increases in the.