L 7431Theory and Development of Motivation

Fall I 2007

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Argosy University Ed.D. Organizational Leadership

COURSE SYLLABUSL7431

Theory and Development of Motivation

Faculty InformationFaculty Name: Campus:Contact Information:Office Hours:Short Faculty Bio:

Course description: This course covers the theory and development of motivation. Major interest is placed on motivation, models, and strategies for enhancing motivation in individuals and groups, variables affecting (and affected by) motivation and environmental influences on motivation.  Course Pre-requisites: None

Required Articles:

Harvard Business Articles

Druskat, V. & Wolf, S. (2001). Building the Emotional Intelligence of Groups., Product number R0103E  Earley & Mosakowski (2004). Cultural Intelligence. Product Number R0410J  Rosener (1990). Ways Women Lead, Product Number 90608 

Amabile, T. (1996). Motivation for Creativity in Organizations. Product Number 9- 

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Morse, Y.J. &, Lorsch, J. (1970). Beyond Theory. Product Number 70307  Harvard Business Review on Motivating People, 2003, ISBN 1-59139-132-6:  Journal Articles:

Gagne, M. & Deci, E. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4). 32 p. Seo, M., Barrett, L. F., Bartunek, J (2004). The role of affective experience in work motivation. Academy of Management

Review, 29(3), 423-439. Bowey, A. (2005). Motivation:  The art of putting theory into practice. European Business Forum, 20, 17-20. ISSN:  1469-6460 Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations.

Journal of American Academy of Business, Cambridge, 5, no. 1/2 (Sep 2004): p. 52-63, No. 653882471, copyright Journal of American Academy of Business September 2004  Reis, D. & Pena, L. (2001). Reengineering the motivation to work. Management Decision, 39(8), 666-675. ISSN: 0025-1747

Number: 259618571  Isaac, R. G., Zerbe, W. J., & Pitt, D. C.(2001). Leadership and motivation: The effective application of expectancy theory. Journal of

Managerial Issues. 13(2), 212-226. ISSN: 1045-3695 Number 76143555, Copyright Pittsburg State University, Department of Economics Summer 2001

 Locke, E. and Latham, G. (2004).What should we do about motivation theory?  Six recommendations for the twenty-first

century. Academy of Management Review, 29 (3), 388-403. Argyris, C (1998). Empowerment: The emperor's new clothes. Harvard Business Review, 76(3), 98-105.  Hoffman, E. (1988). Abraham Maslow: Father of enlightened management. Training, 25(9), 79-82. 

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Quick, T. L (1988). Expectancy theory in five simple steps. Training and Development Journal, 42(7), 30-32. Klein, H. (1989). An integrated control theory model of work motivation. Academy of Management Review, 14(2), 150-172. 

Technology: Pentium III CPU/ Windows 98; 128MB RAM, printer; Microsoft Office Acrobat (full version), Microsoft Internet Explorer 5.5 (PC) 5.0 (MAC) or Netscape Navigator 4.08. Norton Antivirus.

Course length: 7.5 Weeks

Contact Hours: 45 Hours

Credit Value: 3.0

Program Outcomes:

1. Leadership in Teams: Given an organizational situation, identify strategies to develop, maintain, motivate, and sustain self-managed teams using concepts, theories and techniques of team leadership.

2. Collaboration in Teams: Given a case study or leadership situation, collect, assimilate, disseminate, and maximize the views of team stakeholders in order to reach defensible goals with minimal conflict.

3. Conflict: Given an organizational situation that requires interpersonal or interdepartmental action, identify situations of conflict, diagnose the impact of both overt and covert behavior, and develop a plan for conflict resolution using evidence-based methods.

4. Ethics: Given an organizational setting, identify ethical and dilemma-resolution practices, and make evidence-based decisions that integrate personal, social, and corporate responsibility.

5. Communication: Communicate orally and in writing to individuals and groups in a concise, clear, organized, and well-supported manner using formats and technology relevant to the organizational context.

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6. Motivation: Given a leadership situation, identify workplace commitment theories to incorporate influences and power as a leader to motivate organizational stakeholders.

7. Research: Given an organizational need to evaluate and defend its actions or potential actions, select, analyze, and apply the assessment techniques, research methods, and/or statistical analyses needed to evaluate and defend those actions based on evidence

8. Knowledge and Understanding of the Field: Demonstrate competency in identifying and integrating the major concepts, theoretical perspectives, historical trends, and key figures in the field of organizational leadership.

9. Change: Evaluate the impact of change on organizations, organizational members, and other stakeholders and apply appropriate change models and theories to facilitate successful change.

10. Global diversity: Analyze and evaluate the involvement of diversity in leadership issues, with special attention to the implications of diversity for individuals, organizations, and societies. 

Course Objectives:

1. Given access to recommended texts and peer-reviewed journals, explain the concept of motivation, and identify, describe, and integrate the major historical developments and constructs of motivational theory. Program outcomes 5, 6, 7, and 8

2. Given an organization’s performance objectives, identify and analyze the psychological, environmental, and cognitive variables that impact motivation (both self and other); and select and defend well-supported motivational strategies to obtain the objectives. Program Outcomes 5, 6, 7, and 8

3. Given an organization’s need to perform in a global environment, use relevant theories of motivation to understand variances of behavior within that environment, and apply those theories to achieve optimal performance. Program Outcomes 5,6, 7, and 10

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4. Explore how country, culture, gender and ethnicity relate to organizational culture and impact motivation. Program outcome 10

5. Given a need for well supported, evidence-based motivational strategies, explore and analyze how gaps in the motivation literature relative to diversity impact an organization’s choice of strategy. Program Outcomes 5, 6, 7, 8, 9, and 10

6. Given one’s own need to execute and sustain exemplary leadership practices and skills over time, examine and analyze the bases of one’s motivation; how one’s motivational makeup impacts or impedes execution of exemplary leadership; and the relationship between one’s motivation, leadership practices, and organizational effectiveness in various organizational settings. Program Outcomes 5,6,7,8 and 9

7. Compare and contrast motivation theories, both historical and current, with personal observations of motivational practices and issues in the workplace to identify gaps that are appropriate for new research. Program outcome(s) 5,6,7,8, and 9

8. When analyzing practices of people within a given organization, evaluate how intrinsic and extrinsic motivation impact the ethics of those practices and use this analysis to effectively remediate unethical practices or foster ethical ones. Program Outcomes 3, 4, 5, 6, 7, 8, and 9

General Criteria for Evaluation of written assignments:

Organization

Evidence of a logical and meaningful consistency in the structure of the response to the structure of the assignment, evidence of planned presentation having a clear flow from the beginning, through the middle, to the conclusion.

Completeness

Evidence of having covered all parts of the assignment in the response.

Content

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Evidence of having developed the response from significant concepts and insights gained from the readings, drawing upon relevant theories, literature, and citing sources in APA form and style as appropriate.

Relevance

Maintenance of pointed and clear relationships in response to the assignment, avoidance of digression from the main points of assignment, avoidance of boilerplate or filler material, and avoidance of redundant matter and educational jargon.

Cogency

Depth and breadth of insight, reasoning, and understanding exhibited in response through the integration of thought and argument.

Assignment Table

Week Module Topics Readings Assignments1 Concept, constructs and

historical development of motivation theory

Historical versus contemporary thought on motivation theory and practice

Morse and Lorsch, Beyond Theory Y

Harvard Business Review on Motivating People—Livingston, Pygmalion in Management

F. Herzberg, One more Time:  How do you motivate Employees, 

Bowey, A. Motivation:  The art of putting theory into practice European

1. In addition to your readings, research 5 leading theorists that have contributed to the historical developments of motivation theory. Develop a Power Point presentation that summarizes their key theoretical points. Be prepared to discuss your findings within the context of the class discussion.

2. Research 8-10 journal articles that have been written within the past five years that critique at least 2 of the major theorists. In a paper not to exceed 5-7 pages word processed, double spaced, summarize the key points of the authors that critique the theorists. Your paper should identify your position and analysis relative to their critiques. Your paper must be written in

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Business forum, no. 20, Winter 2005, p. 17-20 ISSN:  1469-6460 Quick, T.L, Expectancy Theory in Five Simple Steps,  Training and Development Journal, v.42n7, July 1988, p. 30-32 Klein, H. An integrated Control Theory Model of Work Motivation, Academy of Management Review, v. 14n2, April, 1989, p. 150-172  

APA format

2 The contextual variables impacting motivation

Identifying the organizational issues that impact motivation

Seo, M., Barrett, L. F. , Bartunek, J., The role of affective experience in work motivation, Academy of Management Review, 29, no. 3, July 2004, p. 423-439

Harvard Business Review on Motivating People, 2003, ISBN 1-59139-132-6: 

1. Select two major theorists that address the psychological and cognitive aspects of motivation. Write a short paper (5-7 pages word processed—double spaced—APA style) that identifies the major premise of their theories. Critique their work against what we know now as it pertains to plausible antecedents and variables that result from today’s environment.

2. Research 5-7 articles on organizational culture. In a Power Point presentation summarize your argument as to how organizational culture will impact social learning in organizations. You will

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Power is the great motivator--D. McClelland and D. Burnham S. Kerr, The best-Laid Incentive Plans-

be required to discuss your findings and position in the larger class context.

3 The application of motivation theory to a global environment.

Cultural Intelligence, publication date, October 2004, Earley and Mosakowski, Product number R0410J, 8 pages

1. In a Power Point presentation, identify the guiding praxis of humanistic theory and the key contributors to that theory.

2. In a short paper (3-5 pages word processed-double spaced—APA format) compare and contrast the key points of humanist theory to Hosfstede’s theory on country culture, which you will have to research.. Within the context of your paper, identify issues of country culture that can impact the major principles of humanistic theory.

4 The impact of gender on motivation Rosener, Ways Women

Lead, November 1990, Product number 90608, 8 pages

1. Research at least 5-7 articles that address gender issues in organizations and how women versus men are perceived to manage. Develop a bullet point summary of the key points of each of the articles.

2. Based upon the information obtained in assignment one of this module, develop discussion questions that compare and contrast the impact of social learning to gender issues in the work place. Be prepared to discuss your questions within the larger class context.

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5 Maslow’s Need Hierarchy in a global context

Gagne, M. and Deci, E. JSelf-determination theory and work motivation, Journal of Organizational Behavior 26, no. 4, june 2005. 32 pages in length

Abraham Maslow:  Father of Enlightened Management, Hoffman, E. , Training, v. 25n9, Spt, 1988, 79-82 V. Druskat and S. Wolf, Building the Emotional Intelligence of Groups-publication date, March 2001, Product number R0103E, 11 pages

Earley and Mosakowski Cultural Intelligence, Product number R0410J, 8 pages

Select two country cultures to compare and contrast to (in a short paper, not to exceed 5-7 pages double spaced, word processed and in APA format), Maslow’s theory of Needs. Within the context of your paper also answer how the perspectives of individuals from those countries could change once they came to the United States. When answering this question, you will be called upon to juxtapose Maslow’s theory of Need Hierarchy to social learning constructs.

Research four to five articles on Emotional Intelligence. Develop short answers (1-3 paragraphs) to the following questions. You should be prepared to discuss these questions and your responses in the larger class context:

1) How does emotional intelligence compare and contrast to the major historical thinking regarding motivational theory?

2) How does emotional intelligence impact leadership competencies?

3) What is the relationship between motivation and exemplary leadership—develop a cognitive map that describes the psychological and social relationships you think exist when answering this question

4) What is the relationship of one’s perceived personal power to intrinsic motivation, emotional intelligence and ethical decision making?

6 The theory and practice of motivation to real world contexts

Locke, e. and Latham, G. What shoudl we do about motivation theory?  Six

Final Paper:Over the next three session, you will develop your final paper . Your research and findings during each week

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recommendations for the twenty-first century, Academy of Management Review, 29, no. 3, July 2004, p. 388-403 

Argyris, C, Empowerment: The Emperor's new clothes,. , Harvard Business Review, v. 76n 3, May/Jun, 1998, p. 98-105

Harvard Business Review on Motivating People, 2003, ISBN 1-59139-132-6: 

N.  Nicholson, How to motivate your problem people,  H.  Levinson, Management by Whose Objectives--

will serve as discussion questions within the larger class context. Specifically, you are to identify an organization at which you work, or have some other affiliation. Your first responsibility is to identify and assess how you view the motivation of people within this work place and what you see, from an organizational context as major contributors to this level of motivation. More specifically, how the behaviors of management, leadership and the organizational culture impact employee motivation? When reviewing your analysis, you should juxtapose these organizational contexts against what you have read and observed regarding the internal factors that impact employee motivation. How can one’s personal motivation be impacted by organizational antecedents and/or environment? When identifying and understanding the behaviors of the leadership and management, what are the factors that motivate them to behavior in the manner in which they do? Are these behaviors consistent with motivational theory and practice, or do you see disconnects and do these disconnects suggest a call for new research?

You should be prepared to discuss this phase of your analysis with your class to deepen your insights. to facilitate this discussion, you should prepare a paper that bullets five to ten major assessments and learning you have obtained from this first level of your paper.

7 The theory and practice of motivation to real world contexts

Isaac, Robert G; Zerbe, Wilfred J Pitt, Douglas C, Leadership and motivation: The effective

Next, describe how you see your findings comparing to the theory and research you have studied over the duration of this course. You should also discuss within the context of your paper and bullet for class discussion

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application of expectancy theory, Journal of Managerial Issues

Reis, Dayr; Pena, Leticia,  Reengineering the motivation to work, Management Decision 39, no. 8 (2001): p. 666-675 ISSN: 0025-1747 Number: 259618571  

how you see the congruency or incongruence of practice to the literature impacting organizational effectiveness as it pertains to service, profitability and productivity. In other words how does the motivation of people in your designated work place impact its effective functioning? Again, you should be prepared to discuss your findings and assessments in a broader class context.

8 The theory and practice of motivation to real world contexts

Ramlall, S. , A Review of Employee Motivation Theories and their Implications for Employee Retention within Organizations Journal of American Academy of Business, Camabridge 5, no. 1/2, Sept. 2004, p. 52-63, No. 653882471

Harvard Business Review on Motivating People, 2003, ISBN 1-59139-132-6 (203 pages),

The last phase of your paper should develop a plan of corrective action/intervention that has as a major objective the enhancement of employee motivation and changed behaviors within the leadership and management teams. Or, if there is no immediate need for change, the enhancement of motivation that can move the organization to the next level…a level which you are to describe. You should also discuss how these changes will impact the organizational climate and culture.

Your paper should be scholarly written, based upon research and contains a juxtaposition of theory to practice. Your paper must be in APA format, with a minimum of 10-15 peer reviewed journal articles. Your paper should also be a minimum of 20 pages, double spaced.

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B. Fryer, Moving Moutains- Creativity in Organizations, T Amabile, Motivation for. January 1996, product number 9-396-240 

Grading Criteria

Grading Scale Grading requirements

A 100 -93A- 92 – 90B+ 89 – 88B 87 – 83B- 82 – 80C+ 79 – 78C 77 – 73C- 72 – 70F 69 and below

Attendance/participation and quality of classroom interaction

25%

Weekly Assignments 40 %Final paper 35%

100%

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