MGT 3200 Chapter Notes - Chapter 11: Job Enrichment, Equity Theory, Motivation
Document Summary
Learning objectives: understand principles for setting goals that motivate employees. Specific, quantifiable, and challenging but attainable goals motivate high effort and performance. Goal setting can be used for teams as well as for individuals. Care should be take to avoid setting single goals to the exclusion of other important dimensions of performance. Managers also should keep sight of the other potential downsides of goals: give examples of how to reward good performance effectively. Organizational behavior modification programs influence behavior at work by arranging consequences for people"s actions. Most programs use positive reinforcement as a consequence, but others use negative consequences like punishment and extinction. Care must be taken to reinforce appropriate behavior. Innovative managers use a wide variety of rewards for good performance: understand how to manage mistakes and provide useful feedback, describe the key beliefs that affect people"s motivation. Expectancy theory describes three important work-related beliefs: motivation is function of peoples, expectancies, or effort-to-perform links.
