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Transcript of 371wk7ch7
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Chapter 7: Motivation through Equity,Expectancy & Goal Setting
Adams Equity Theory
Organizational Justice
Expectancy Theory
Motivation through Goal Setting
Application of theories
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Adams Equity Theory of Motivation
Negative and positive inequity
Equity sensitivity
Reducing inequity Organizational Justice
Distributive
Procedural Interactional
Findings and applications
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Figure 7-1
Negative and Positive Inequity
McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.
A. An Equitable Situation
SelfOther
$2
1 hour
= $2 per hour$4
2 hours
= $2 per hour
McGraw-Hill/Irwin
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Figure 7-1
Negative and Positive Inequity (Cont.)
McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.
$2
1 hour= $2 per hour
$3
1 hour= $3 per hour
B. Negative Inequity
Self Other
McGraw-Hill/Irwin
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Figure 7-1
Negative and Positive Inequity (Cont.)
McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.
$2
1 hour= $1 per hour
C. Positive Inequity
$3
1 hour= $3 per hour
SelfOther
McGraw-Hill/Irwin
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Expectancy Theory of Motivation
Vrooms Model
Expectancy
Instrumentality
Valence
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Organizational Implications of
Expectancy Theory
Reward people for desired performanceand be transparent.
Design challenging jobs.
Tie some rewards to team work.
Reward managers for creating and
maintaining expectancies (self-efficacy),instrumentalities, and outcomes
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Organizational Implications of
Expectancy Theory
Monitor employee motivation throughinterviews or anonymous questionnaires
Accommodate individual differences bybuilding flexibility into the motivation
program
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Motivation through Goal Setting
Goals
How does goal setting work? Attention
Effort Persistence
Factors: Difficulty
Specificity Participative
Commitment
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Table 7-2
McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.
Guidelines for Writing SMART Goals
Specific
MeasurableAttainable
Results orientedTime bound
McGraw-Hill/Irwin
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Motivation through Goal Setting
Process
Step 1: Set goals
Step 2: Goal commitment
Step 3: Support and feedback
Theory applications
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Skills & Best Practices: Managerial
Actions for Enhancing Goal Commitment
1. Provide valued outcomes for goalaccomplishment.
2. Raise employees self-efficacy about meetinggoals by:
1. Training
2. Role modeling desired behaviors and actions
3. Persuasively communicating confidence in theemployee
3. Make goals public
4. Communicate an inspiring vision and explainhow individual goals relate to the vision.
McGraw-Hill/Irwin
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Skills & Best Practices: ManagerialActions for Enhancing Goal Commitment (Cont.)
5. Participative goal setting
6. Be supportive rather than punitive.
7. Incremental goals8. Ensure that employees have necessary
resources to accomplish goals
M G Hill/I i