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Motivation

Motivation. Chapter 7 K&K. Key concepts. Equity Positive, negative Benevolents, sensitives, entitleds Expectancy Expectancy, instrumentality, valence Goal setting theory Difficulty, specificity, commitment. Equity. Based on social comparisons

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Motivation

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  1. Motivation Chapter 7 K&K

  2. Key concepts • Equity • Positive, negative • Benevolents, sensitives, entitleds • Expectancy • Expectancy, instrumentality, valence • Goal setting theory • Difficulty, specificity, commitment

  3. Equity • Based on social comparisons • The feelings that one has received more or less are both motivating and will motivate a person to restore equity Personal rewards Outcomes Personal contributions inputs Other’s rewards Outcomes Others contributions inputs

  4. Response to inequity Benevolent Sensitive Entitled

  5. Reducing inequity • Change work input – reduce or increase performance efforts • Change outcomes – ask for a raise • Try to change inputs/outputs of comparison – get co-worker to accept more work • Withdraw – quit • Change comparison points – different coworker; more/less experience • Distort comparisons – rationalize

  6. Expectancy • A person will put forth effort to do those things that will lead to the results (outcomes that they desire • A rational cost benefit approach

  7. Key terms - expectancy • Expectancy • Belief that effort leads to specific level of performance • Instrumentality • The belief that various work outcomes will occur as a result of task performance • Valence • the value attached to reward or outcomes

  8. Expectancy to achieve to realize outcomes People work task performance Instrumentality Valence Expectancy

  9. Goal Setting Theory : Locke and Latham Moderators - Goal commitment - Feedback - Ability - Task complexity - Situational constraints • Linking • Mechanisms • - Direction • Intensity • Duration • -Quality • Task strategies • or plans Difficult, specific goals Performance Self-efficacy High expectancy

  10. Goal Setting Theory • Goals are more likely to motivate if • they are difficult but achievable • they are specific rather than general • people get feedback on results • people feel confident they can do task • person accepts and is committed to them

  11. SMART Goals • Specific • Measurable • Attainable • Results oriented • Time bound

  12. MBO (management by objectives) • Joint goal setting between a supervisor or team leader and employee or team member • Individual goals consistent with org needs, individual roles, capabilities • Advantages: - link to bigger picture • Limits: may become bureaucratic

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