Employee Motivation

performance =person × situation performance =ability × motivation

 person includes individual characteristics  Sometimes known as the “skill-and-will”

model.
 situation represents external influences on
the individual’s behavior  Ability, motivation, and situation are by far
the most commonly mentioned direct
predictors of individual behavior and
performance
• Motivation represents the forces
within a person that affect his or her
direction, intensity, and persistence
of voluntary behavior.
• Direction refers to the path along
which people engage their effort.
• Intensity is the amount of effort
allocated to the goal.
• Persistence continuing the effort for
a certain amount of time.
• Ability includes both the natural aptitudes
and the learned capabilities required to
successfully complete a task.
• Aptitudes are the natural talents that help
employees learn specific tasks more quickly
and perform them better.
• Learned capabilities are the skills and
knowledge that you currently possess.
• Competencies are characteristics of a
person that result in superior performance.
 • Role perceptions refer to how clearly people
understand the job duties (roles) assigned to
them or expected of them.

Role Clarity
• The first form of role clarity is when
employees have clear role perceptions when
they understand the specific tasks assigned
them, that is, when they know the specific
duties or consequences for which they are
accountable.
• The second form of role clarity refers to how
well employees understand the priority of
Role Perception their various tasks and performance
expectations.
 • Employees' behavior and performance also
depend on the situation, the situation
mainly refers to conditions beyond the
employee's immediate control that
constrain or facilitate behavior and
performances.

Situational Factors
Types of Individual Behaviors

•Task performance refers to goal-directed

behaviors transform raw materials support
organizational objectives. Task performance
behaviors transform raw materials into goods
and services or support and maintain these
technical activities.
• Organizational Citizenship Behaviors
(OCBs) – various forms of cooperation and
helpfulness to others support
organization's social and psychological
context.
•JOINING AND STAYING WITH THE
ORGANIZATION
•MAINTAINING WORK ATTENDANCE
• Presenteeism - attending work when
one's capacity to work is significantly
diminished by illness, fatigue, personal
problems, or other factors—may be more
serious than being absent when capable of
working.
Personality in the
Organization
• Personality is the relatively enduring
pattern of thoughts. emotions and
behaviors that characterize a person, along
with the psychological processes behind
those characteristics.
• Nature refers to our genetic or hereditary
origins—the genes that we inherit from our
parents.

• Nurture is the person's socialization, life

experiences, and other forms of interaction
with personality the environment.
FIVE-FACTOR MODEL OF PERSONALITY
Jungian Personality
Theory And The Myers-
Briggs Type Indicator
• Sensing involves perceiving information directly
through the five senses it relies on an organized
structure to acquire factual and preferably
quantitative details.
•Intuition, on the other hand, relies more on
insight and subjective experience to see
relationships among variables. Sensing types focus
on the here and now, whereas intuitive focus more
on future possibilities.
• People with a thinking orientation rely on • Those with a strong feeling orientation on
rational cause-and-effect logic and the other hand, rely on their emotional
systematic data collection to make responses to the options presented, as well
decisions. as to how those choices affect others.