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Lecture 3

Week 3_Lecture5.docx

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Department
Administrative Studies
Course
ADMS 2400
Professor
Sabrina Deutsch Salamon
Semester
Summer

Description
ADMS2400 MAY.21 WEEK 3_Lecture5 Motivation 1 TOPIC - Motivation  Learning Outcomes  What is motivation?  Expectancy Theory  Goal Setting theory  Equity Theory  Psychological Empowerment  Compensation Practices in Organizations  What is Motivation?  Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence. o Motivation is a critical consideration because job performance is largely a function of two factors: motivation and ability  Expectancy Theory  Expectancy is a subjective probability, ranging from 0 to 1 that a specific amount of effort will result in a specific level of performance (abbreviated E → P).  Instrumentality is a set of subjective probabilities, each ranging from 0 to 1 that successful performance will bring a set of outcomes (abbreviated P → O).  Valence reflects the anticipated value of the outcomes associated with performance (abbreviated V). o Can be positive, negative, or zero  Total “motivational force” to perform a given action can be described using the following formula: Motivational Force = E  P x Σ[(P  O) x V]  Motivational force equals zero if any one of the three beliefs is zero.  Goal Setting Theory  Goal setting theory views (self-set) goals as the primary drivers of motivation. ADMS2400 MAY.21 WEEK 3_Lecture5 Motivation 2 o Research shows that assigning employees specific and difficult goals leads to higher self-set goals, which, in turn will result in higher levels of performance  Why do specific and difficult goals have such positive effects? o Goals determine the intensity of effort directed at goal-relevant activities, and they affect the persis
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