ADM 2336 Lecture Notes - Lecture 9: Goal Setting, Expectancy Theory, Motivation
16 Jun 2018
School
Department
Course
Professor
Motivation
Motivation
Definition
A set of energetic forces that originate both within (sense of purpose or
confidence) and outside (goals and incentives) an employee that initiates
work-related efforts by answering the following questions
What do you do?
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How hard do you do it?
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How long do you do it?
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3 sets of distinct efforts
Direction
Are you working on what you should be working on?
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Intensity
Are you working hard or hardly working?
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Persistence
Will you keep working eve when things get tough? Till you are
done?
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Engagement
Nowadays companies focus on this concept
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Can be though of/synonym of: high level of intensity and persistence in an
employee's work effort
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Research shows that only 30% of employees are engages
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Low levels of engagement can be contagious
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Two broad classes of motivation theories
Explain the direction of effort
Expectancy theory
People are more motivated to perform activities that they can
accomplish and that lead to values outcomes, or how do they make
the choices that take them in the right direction
§
Three core beliefs
Expectancy
Belief that high level of effort will result in successful
performance of tasks
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Work hard and get rewarded
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□
Instrumentality
Belief that successful performance will result in
outcomes
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Valence
Anticipated value of outcomes associated with
performance
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Why are some outcomes more attractive than others?
Needs
Different people have different needs
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Need Label Alternative label
Existence Physiological, safety
Relatedness Love, belongingness
Control Autonomy, responsibility
Esteem Self-regard, growth
Meaning Self-actualization
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Why does pay have such a high valence?
The meaning of money
Achievement
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Respect
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Freedom
}
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Anticipated value of outcomes fosters
Extrinsic motivation
Desire to put work effort due to some
contingency that depends on task
performance
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Motivated by what my performance
will lead to
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Examples
More money
w
A promotion
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Praise from others
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More job security
w
–
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Intrinsic motivation
Desire to put work effort due to the
sense that task performance serves as
its own reward
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Motivated by the work itself
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Examples
Personally meaningful work
w
Work provides great autonomy
w
Work allows me to display my
competence
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Work allows me to have impact
w
–
}
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Explain intensity and persistence of effort
Goal setting theory
Goals are more motivating when
They are specific □
They are challenging (but not impossible)□
People are committed to them □
People get feedback on their progress □
They focus on performance or learning□
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Equity theory
This compares your ratio of outcomes and input to the ratio of
someone else
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Three possibilities
My outcomes/my inputs = other's outcomes/other's input
Sense of equity
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□
My outcomes/my inputs < other's outcomes/other's input
This triggers equity distress since you believe you were
treated unfairly
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You become angry and envious
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What can I do to restore equity
Build a case that you deserve better outcomes
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Lower the intensity and persistence of effort
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What matters is the ratios and not the total
outcomes and inputs
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®
□
My outcomes/my inputs > other's outcomes/other's input
This triggers equity distress since you feel guilty and
anxious
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What can I do to restore equity
Shrink your outcomes
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Increase the intensity and persistence of effort
Increase discretionary behaviour
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Citizenship behaviour
}
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Increase your inputs by rethinking them
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Another way to restore balance for all situations is to change the
reference to other's outcomes and inputs
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Psychological empowerment theory
An intrinsic form of motivation derived from the belief that one's
work tasks are contributing to some larger purpose
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Fostered by four beliefs
Meaningfulness
Value of goal or purpose --> ideals and passion
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□
Self-determination
Sense of choice in initiation and continuation of tasks
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□
Competence
Belief in capability to perform tasks successfully
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□
Impact
Sense that actions make a difference, progress toward
an important purpose is made
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□
§
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Class 9 - Feb. 8th
Thursday, February 8, 2018
14:24
Document Summary
A set of energetic forces that originate both within (sense of purpose or confidence) and outside (goals and incentives) an employee that initiates work-related efforts by answering the following questions. Can be though of/synonym of: high level of intensity and persistence in an employee"s work effort. Research shows that only 30% of employees are engages. Belief that high level of effort will result in successful performance of tasks. Belief that successful performance will result in outcomes. Desire to put work effort due to some contingency that depends on task performance. Motivated by what my performance will lead to. Desire to put work effort due to the sense that task performance serves as its own reward. This compares your ratio of outcomes and input to the ratio of someone else. This triggers equity distress since you believe you were treated unfairly. Build a case that you deserve better outcomes. What matters is the ratios and not the total outcomes and inputs.
