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Lecture 40

BMRT 11009 Lecture Notes - Lecture 40: Getty Images, Motivation, Job Satisfaction


Department
Business Management and Related Technologies
Course Code
BMRT 11009
Professor
Aviad Israli
Lecture
40

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CHAPTER 12
MOTIVATING EMPLOYEES
Achieving Superior Performance
in the Workplace
©Olivier Renck/ Getty Images
©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the
classroom. No reproduction or further distribution permitted without the prior written consent
of McGraw-Hill Education.
LEARNING OBJECTIVES
12.1 Explain the role of motivation in accomplishing goals.
12.2 Identify the needs that motivate most employees.
12.3 Discuss similarities and differences among three process theories.
12.4 Compare different ways to design jobs.
12.5 Discuss how to use four types of reinforcement.
12.6 Discuss the role of compensation in motivating employees.
12.7 Describe how to develop the career readiness competency of self-motivation.
MOTIVATION: WHAT IT IS, WHY IT’S IMPORTANT
(1 of 2)
Motivation
The psychological processes that arouse and direct goal-directed behavior.
Figure 12.1.
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MOTIVATION: WHAT IT IS, WHY IT’S IMPORTANT
(2 of 2)
Extrinsic rewards
Payoff a person receives from others for performing a particular task.
Intrinsic rewards
Satisfaction a person receives from performing the particular task itself.
Figure 12.2.
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QUESTION #1
Bethany is writing a paper for her Management class. She already has a strong A in the class,
and only needs to get a C on the paper to keep her A. As she prepares the final version of the
paper, she takes special care that the paper is well-written, insightful, and error-free,
something that she can be proud of. Bethany is experiencing
A. an intrinsic reward.
B. high equity.
C. a belongingness need.
D. a hygiene factor.
WHY IS MOTIVATION IMPORTANT?
You want to motivate people to:
Join your organization.
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Stay with your organization.
Show up for work at your organization.
Be engaged while at your organization.
Do extra for your organization.
FOUR MAJOR PERSPECTIVES on MOTIVATION
The four major perspectives on motivation:
Content theories emphasize needs as motivators.
Process theories focus on thoughts and perceptions that motivate behavior.
Job Design theories focus on designing jobs that lead to employee satisfaction
and performance.
Reinforcement theory is based on the notion that motivation is a function of
behavioral consequences and not unmet needs.
CONTENT PERSPECTIVES on MOTIVATION
Content perspectives .
Theories that emphasize the needs that motivate people.
Four Theories:
1. Maslow’s hierarchy of needs theory.
2. McClelland’s acquired needs theory.
3. Deci and Ryan’s self-determination theory.
4. Herzberg’s two-factor theory.
Needs.
Physiological or psychological deficiencies that arouse behavior.
Content theorists ask, “What kind of needs motivate employees in the
workplace?”
MASLOW’S HIERARCHY of NEEDS
Figure 12.3
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MCCLELLAND’S ACQUIRED NEEDS THEORY
Needs Theory
Three needs are major motives determining people’s behavior in the workplace:
Achievement: desire to achieve excellence in challenging tasks.
Affiliation: desire for friendly and warm relationships.
Power: desire to influence or control others.
Figure 12.4
Copyright ©McGraw-Hill Education. Permission required for reproduction or display.
QUESTION #2
Patty prefers working alone, is comfortable taking moderate risks, and feels good when
accomplishing a goal. Patty probably has a
A. high need for achievement.
B. high need for affiliation.
C. high need for power.
D. low need for achievement.
DECI and RYAN’S
SELF-DETERMINATION THEORY
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