Learning Outcomes

Describe the motivation process

Define needs
Explain the hierarchy or needs theory
Differentiate Theory X and Theory Y
Describe the motivational implications of
equity theory
(continued)

Learning Outcomes
(continued)
Explain the key relationships in expectancy
theory
Describe how managers can design individual
jobs to maximize employee performance
Describe the effect of workforce diversity on
motivational practices
Describe how entrepreneurs motivate their
employees

Motivation and Individual Needs

Willingness
High level of effort
Satisfaction of individual need

The Motivation Process (Exhibit 10-1)

Unsatisfied
Need

Search
Behaviour
Reduction
of Tension

Tension

Drives

Satisfied
Need

Maslows
Hierarchy
of Needs

Self
Esteem
Social
Safety
Physiological

Source: Motivation and Personality, Second Edition, by A. H. Maslow, 1970.

Reprinted by permission of Prentice Hall, Inc., Upper Saddle River, New Jersey.

Little Ambition

Theory X
Employees

Dislike Work
Avoid Responsibility
Self-Directed

Theory Y
Employees

Enjoy Work
Accept Responsibility

The ThreeNeeds Theory

Achievement
(aAch)

Power
(nPow)

Affiliation
(nAff)

Equity Theory
Perceived Ratio
Comparison*
Outcomes A

<

Inputs A
Outcomes A

Inputs B
=

Inputs A
Outcomes A
Inputs A
*

Outcomes B
Outcomes B
Inputs B

>

Outcomes B
Inputs B

Employees
Assessment
Inequity (Under-Rewarded)
Equity
Inequity (Over-Rewarded)

Where A is the employee, and B is a relevant other or referent.

Skill Variety
Task Identity

JOB DESIGN

Task Significance

INFLUENCES

Autonomy

MOTIVATION

Feedback

Expectancy Theory
Individual
Effort

Individual
Performance

Organizational
Rewards
3

1. Effort-performance relationship
2. Performance-rewards relationship
3. Attractiveness relationship

Individual
Goals

Motivating a Diverse Workforce

Flexibility
Not everyone sees their job the same way- what
motivates me may not motivate you

Recognize differences
People are Different

Accommodate
Cultural Differences

Pay-for-Performance
Piece rate
Gainsharing
Wage-incentive
Profit-sharing
Bonuses

Competency-Based
Compensation
Skills
Knowledge
Abilities
Behaviour
I.e. leadership, decision making,
problem solving, etc

Motivating Minimum-Wage
Employees
Employee recognition
Praise
Empowerment

Motivating Professional and

Technical Employees

New assignments
Challenges
Autonomy
Training and educational opportunities
Recognition
Simplify non-work life

Flexible Work Options

Compressed work week
Flex-time
Job sharing
Telecommuting

Additional Suggestions for

Motivating Employees
Recognize individuals
Match people to jobs
Use goals
Make goals attainable

Further Suggestions for

Motivating Employees
Individualize rewards
Link rewards to performance
Check the system for equity
Dont ignore money

Entrepreneurs and Motivation

Motivation for entrepreneurs is critical
Employee empowerment is key
motivational tool
Gradual process
Delegation
Job redesign