Workforce Motivation (1).pdf

Job Enlargement: Horizontal expansion of a job by adding extra duties and tasks...

Job Enlargement: Horizontal expansion of a job by adding extra duties and tasks It is a misconception that managers or leaders can motivate employees Job Enrichment: Vertical expansion of a job by increasing responsibilities and autonomy Job Design: Designing Jobs that Motivation comes from within and people Motivate Motivation: The willingness of an employee are generally motivated to do what they Strategies for job design The Nature of Motivation to achieve the organization's goals believe is in their best interest Job Characteristics Model: Designing jobs to enhance five core dimensions (skill variety, task identity, task significance, However, managers are not powerless autonomy, feedback) to create critical when it comes to subordinate motivation psychological states that motivate employees Motivation is the willingness of an employee to achieve the organization's goals Money is a crucial incentive for work motivation, but it is a short-term motivator The motivation process from an organizational perspective The process involves: Need -> Motive -> According to Maslow's Hierarchy of Needs, Behaviour -> Consequence -> Satisfaction/Dissatisfaction -> Feedback money satisfies the basic physiological The Motivation Process needs, but it does not drive long-term motivation Perspectives on money as a motivator Is Money a Motivator? Motivation x Ability x Opportunity = Factors that influence work performance Performance Herzberg's Two-Factor Theory categorizes money as a hygiene factor, which can lead to dissatisfaction if not present, but does not necessarily lead to increased satisfaction Focus on identifying needs and factors that influence behaviour Content Theories Examples: Maslow's Hierarchy of Needs, ERG Theory, Herzberg's Two-Factor Theory, Identify critical, observable, performance- McClelland's Acquired Needs Theory related behaviours Focus on the process of goal setting and Measure how often workers engage in evaluation of satisfaction these behaviours Workforce Motivation Theories Process Theories Examples: Equity Theory, Expectancy Analyse the causes and consequences of these behaviours Management Applications of Motivation Theory Reinforcement Theory Steps to enhance motivation Focus on behaviour as a function of its Use positive and negative reinforcement to consequences increase the frequency of critical behaviours Reinforcement Theories Example: Reinforcement Theory Evaluate the extent to which the reinforcement has changed worker's behaviour The theory states that humans are motivated to fulfill their needs in a hierarchical order, starting with the most basic needs Behaviour is a function of its consequences Maslow's Hierarchy of Needs The five levels of the hierarchy are: Behaviours followed by positive physiological, safety, love and belonging, consequences will occur more frequently, esteem, and self-actualization while behaviours followed by negative Reinforcement Theory of consequences will not occur as frequently Motivation Principles of Reinforcement Theory Condenses Maslow's five human needs into three categories: Existence, Managers can use various reinforcement Alderfer's ERG Theory Relatedness, and Growth strategies, such as positive reinforcement, negative reinforcement, and different schedules of reinforcement Identifies two sets of factors that influence motivation: Motivators (lead to increased Content Theories of Motivation job satisfaction) and Hygiene Factors (lead to job dissatisfaction if not present) Herzberg's Two-Factor Theory Explains motivation as a function of three factors: Expectancy, Instrumentality, and Suggests that individuals have three Valence Vroom's Expectancy Theory Process Theories dominant motivating drivers: McClelland's Acquired Needs Theory Achievement, Affiliation, and Power Based on the idea that people's motivation is driven by the desire to be treated equally and fairly, balancing their inputs and outputs Equity Theory