Motivation

Plan for today

Understanding theories of motivation

How to motivate yourself How to motivate others

Question

Describe a time you were really motivated Describe a time when you were really unmotivated

Video

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Theories of motivation

Expectancy theory Equity theory Goal setting theory

Expectancy theory

Expectancy Theory model (cont.)

It is the multiplicative relationship between these variables that determine motivation.

M=Expectancy*Instrumentality*Valence

Expectancy

Expectancy (EffortPerformance): Perception that an individuals effort will result in a particular level of performance

Expectancy (cont.)

Factors impacting expectancy

Self-efficacy

Goal difficulty
Control

Instrumentality

Instrumentality (PerformanceOutcome): better job performance will lead to organizational rewards, such as an increase in salary or benefits Rewards: Pay increase, promotion, recognition or sense of accomplishment Instrumentality is low when the reward is the same for all performances given.

Instrumentality

Factors:

Trust Control Policies.

Valence

Valence (V) - Strength of an individuals preference for a particular outcome. How much value we place on the potential outcome. Do I want it?

Valence (Cont)

Outcome valence is from -1 to 1 Factors: Individual's values, needs, goals, preferences

Expectancy theory

Mental process an individual undergoes to make a choice. Emphasizes self interest in the alignment of rewards with employee's wants. Assumes rationality Best when choosing between alternatives Also useful when diagnosing procrastination

Expectancy Theory

Predicts: Performance, effort, intentions, preferences, and choice. Managers can facilitate motivation by helping employees believe that they can achieve their goals by providing training, support, resources, and following through on rewards.

Expectancy Theory

How does this explain why money doesnt always motivate?

Exercise

Equity theory

Equity Theory

A model of motivation that explains behavior as a striving for fairness in social exchange relationships. A cognitive theory of motivation because it is a function of the individuals perceptions, thoughts, and beliefs.

The primary process by which these perceptions are formed is social comparison.

Components of equity theory

Individuals outcomes
Individuals inputs

Comparison others outcomes

Comparison others input

What do you think?

Inputs: Outputs:

Equity (Cont)

It is a comparison between ratios, not outcomes

A note on social comparisons

Humans have a drive to evaluate themselves by examining their opinions and abilities in comparison to others. However, the tendency to compare oneself with some other specific person decreases as the difference between his opinion or ability and ones own become more divergent.

Equity Theory

Assumptions of Equity Theory

Employees expect a fair return for what they contribute to their jobs. Social comparison: Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers.

Equity theory

How the process works

Inequitable relationships cause distress.

We are distressed in either direction of inequity. The person who gets too much may feel guilt or shame. The person who gets too little may feel angry or humiliated. The greater the inequity the greater the distress

People will take action to remedy the inequity.

Equity theory remedies

Cognitively distorting the inputs and/or outcomes in their own minds Directly altering inputs and/or outputs Leaving the organization, which can take the form of absenteeism, tardiness, or turnover.

Implications for Managers

Fairness is subjective There are limits to how much of a gap there can be between senior and line employees in salary Manage perceptions of fairness because they can be incorrect Paying someone more does not necessarily get you more effort