Motivation in Organizations

Chapter 7

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Learning Objectives

1. Define motivation and explain its importance in the field of organizational behavior.

2. Describe need hierarchy theory and the motivational-fit approach, noting what each suggests about how to improve motivation in organizations.

3. Identify and explain the conditions through which goal setting can be used to improve job performance.

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Learning Objectives

4. Describe equity theory and how it may be applied to motivating people in organizations.

5. Describe expectancy theory and how it may be applied in organizations.

6. Distinguish among job enlargement, job enrichment, and the job characteristics model as techniques for motivating employees.

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Motivation

The set of processes that arouse, direct, and maintain human behavior toward attaining some goal.

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Motivation Components

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Motivation Key Points

Motivation and job performance are not synonymous

Motivation in multifaceted

People are motivated by more than just money

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Need Hierarchy Theory (Maslow)

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Motivational Fit Approach

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Goal Setting Theory

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Goal Setting Guidelines

Assign specific goals

Assign difficult, but acceptable, performance goals• Vertical stretch goals

• Horizontal stretch goals

Provide feedback on goal attainment

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Equity Theory

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Equity Theory

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Managerial Implications

Avoid underpayment

Avoid overpayment

Be honest and open with employees

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Expectancy Theory

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Other Job Performance Determinants

Skills and abilities

Role perceptions

Opportunities to perform

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Managerial Implications

Clarify people’s expectancies that effort will lead to performance

Administer rewards that are positively valent to employees

Clearly link valued rewards and performance• Incentive stock option

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Structuring Interesting Jobs

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Job Characteristics Model

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Managerial Implications

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