©2010, 2007, 2003 Pearson Education, Inc.

Working in Groups: 5 th

edition

Isa N. Engleberg
Prince George’s Community College

Dianna R. Wynn
Nash Community College

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CHAPTER 6:
GROUP MOTIVATION
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Role of Motivation
Motivation
The reasons we are moved to do something

Group Motivation
Provides the inspiration, incentives, and reasons
for members to work together to achieve a shared
goal
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Optimal Group Experience

A group experience in which all
members are committed and
inspired
• Group members are totally caught
up in the what they are doing.
• The group performs at a high level
with easy.
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Motivating by Meeting Needs

• Maslow’s Hierarchy of
Needs
Meets Satisfiers/Deficiency Needs
Meets Motivators/Fulfillment Needs
• Schutz’s FIRO
Meets Needs for Inclusion, Control,
and Affection Needs
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Maslow’s Hierarchy of Needs

and Motivators
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PowerPoint Quiz
Which of the following strategies can motivate group
members with strong inclusion needs?
a)Spend time with them in social settings.
b)Tell them how valuable they are to the group.
c)Make them chair of a subcommittee.
d)Give them special, individual assignments.
e)Let them know how much you like them as
friends.
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Personality Type
Motivators
Extrovert Sensor
• Encourage • Set realistic goals
interaction • _______________
• _______________ • _______________
• _______________ Intuitive
Introvert • Set engaging goals
• Set clear goals • _______________
• _______________ • _______________
• ______________
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Personality Type
Motivators
Thinker Judger
• Encourage debate • Set standards
• _______________ • ______________
• _______________
• ______________
Feeler
Perceiver
• Encourage
• Keep the time
cooperation
• _______________
frame open
• _____________
• _______________
• _____________
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Expectancy Value Theory

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Expectancy Value
Theory
Motivation = individual needs + the value of the
•
goal.
• Motivation is a function of:
• Expectancy: probability that effort will achieve the goal
• Instrumentality: whether achieving the goal will result in a
reward or benefit
• Valance: the value you place on the reward
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Thomas’s Intrinsic Motivators

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Intrinsic Motivators
• Sense of Meaningfulness: Members share a
commitment to the goal.
• Sense of Choice: Members have the power to
make decisions.
• Sense of Competence: Members are capable of
achieving the goal.
• Sense of Progress: Members monitor and
celebrate progress.
Kenneth Thomas, Intrinsic Motivation at Work
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Motivation and Culture

• Individualism–Collectivism
• Individualistic members need personal
recognition.
• Collectivist members prefer being
honored as part of a group.
• Power Distance
• High-power-distance members value
recognition by a leader.
• Low-power-distance members prefer
compliments from group members
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Motivation and Culture

• Uncertainty Avoidance
• Members avoid uncertainty prefer tried and true methods.
• Members accept uncertainty see change as stimulating.
• Masculine–Feminine Values
• Members with masculine values like competition and
leadership opportunities.
• Members with feminine values take on group maintenance
roles.
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Motivation and Culture

• High or Low Context
• High context members sense praise nonverbally.
• Low-context members need verbal praise and rewards.
• Monochronic–Polychronic Time
• Monochronic cultures concentrate on a specific task and
meet deadlines.
• Polychronic members like multitasking and flexible
deadlines.
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Motivating Virtual Groups

• Schedule a face-to-face orientation
meeting.
• Provide agendas before all online
meetings.
• Adapt to members' needs, personality
types, and cultural differences.
• Make sure everyone contributes.
• Encourage "virtual" friendships.
• Keep virtual meetings short and relevant.
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Assessment and
Motivation
Group Assessment
A way to monitor group progress and determines
if a group is achieving its goals
Effective assessment can help determine:
• whether and to what extent a group is progressing toward its goal.
• whether and to what extent there are interpersonal or procedural
problems.
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Motivation and
Feedback
• Controlling feedback tells members what to do
and emphasizes the power to reward or punish
members.

• Informational feedback tells members how they

are doing and describes to what extent the group
is achieving its goal.
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Use “It” Statements as Feedback

“It” statements . . .
• describe how the group is working and
progressing.
• avoid descriptions about members or what you
feel about them.
• avoid using the word you when describing
individual or group behavior.
• focus on the task rather than on group members.
• are based on objective information about the
group’s work.
• answer the question “How is it going?” rather
than “How am I doing?”
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“You” vs. “It”

Statements
“You” Statement “It” Statement
• “You’re way behind • “It seems as though
schedule.” the group will miss
its deadline.”
• _________________
• “Why are you
always telling us that
Bill’s plan won’t _________________
work?”
_________________
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Reprimands
Questions to ask before reprimanding:
• Do you have all the facts?
• Has this problem happened before?
• Do members know the rules or standards?
• Will the reprimand benefit the group?
• Were other members involved in the incident?
• Was the infraction intentional or unintentional?
• Is this a personal problem or a group problem?
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Motivation and Rewards

Rewards Motivation
• Reward are given • Rewards may not
as compensation for motivate members.
good service or • Motivation comes
behavior. from within.
• Motivation has little
• The prospect of a
or nothing to do with
reward can external rewards.
motivate.
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Extrinsic and Intrinsic

Rewards
Extrinsic Intrinsic Rewards
Rewards • Anything satisfying
• Come from the and energizing in
external itself
environment • Examples:
• Examples:
Praise
Good pay
Good benefits ______________
_______________ ______________
_______________
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Objective Rewards
• Fair: Reward those who truly earn it.
• Equitable: Everyone has the same opportunity to
earn rewards.
• Competitive: Rewards are based on objective
standards.
• Appropriate: Rewards are based on the
appropriate level of achievement.
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The Role of Punishment

• Punishment does not motivate!
• When group members are punished (denied
advancement, recognition, resources, perks)
they may:
• spend time and energy complaining.
• do less work.
• get even with punisher.
• pursue outside interests.
• sabotage the work of others.
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How Motivated Are

You?
I work very hard in my group.
1.
2. I am willing to spend extra time on group
projects.
3. I try to attend all group meetings.
4. I often lose track of time when I’m working in
this group.
5. I look forward to working with the members of
my group.