Chapter 6 Motivation MAN3240 Exam 2 Motivation the set of energetic forces that originates both within and outside an em ployee initiates work related effort and determines its direction intensity and persistence Engagement A term commonly used in the contemporary workplace to summarize Why are some employees more motivated than others Expectancy theory describes the cognitive process that employees go through to motivation levels make the choices among different voluntary responses Employee behavior is directed toward pleasure and away from pain or generally toward certain outcomes and away from others Choices to direct you in the right direction depend on three beliefs Expectancy the belief that exerting a high level of effort will result in a success ful performance of some task A subjective probability that a specific amount of effort will lead to a specific level of performance Self efficacy the belief that a person has the capabilities needed to execute the behaviors required for task success What is considered in self efficacy levels 1 Past accomplishments the degree to which they have succeeded failed in similar sorts of tasks in the past 2 Vicarious Experiences taking into account their observations and discussions with others who have performed such tasks 3 Verbal Persuasion friends coworkers and leaders can persuade employees that they can get the job done 4 Emotional Cues feelings of fear or anxiety can create doubts about task accomplishments whereas pride and accomplishment can bolster confidence levels Example Pre game talk from a coach 1 refer to past victories 3 pep talks about how good the team can be 4 and cheers to rally the troops Instrumentality represents that the belief in successful performance will result in some outcome s Valence reflects the anticipated value of the outcomes associated with perfor mance May be positive salary increases bonuses rewards Outcomes may be deemed more attractive if they satisfy needs cogni groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences Different people have different needs Extrinsic Motivation motivation that is controlled by some contin that depends on task performance Ex bonuses promotion praise or tive gency just Intrinsic Motivation motivation that is felt when task performance serves as its own reward Ex enjoyment interestingness knowledge Attractiveness of rewards varies across cultures May be negative disciplinary actions demotions terminations Meaning of Money the degree to which money is viewed as symbolic not an economic value Men are more likely to view money as symbolic achievement respect and freedom Motivational Force E P X SIGMA P O X V Equals zero if any of the three beliefs equals zero Ex It doesn t matter how confident you are if performance doesn t result in any outcomes Or it doesn t matter how well performance is evaluated or rewarded if you don t believe you can perform well Goal Setting Theory views goals as the primary drivers of the intensity and persis tence of effort Theory argues that assigning more specific and difficult goals results in higher levels of performance Self set goals the internalized goals that people use to monitor their own task performance Task strategies learning plans and problem solving approaches used to achieve successful performance Moderators rather than directly affecting other variables moderators affect the strength of the relationships in between variables Feedback consists of updates on employee progress toward goal attainment Task Complexity reflects how complicated the information and actions in volved in the tasks are as well as how much the task changes Goal Commitment degree to which a person accepts a goal and is determined to reach it S M A R T Goals link rewards directly to goal achievement Stands for Specific Measurable Achievable Results based and Time Sensitive Equity Theory acknowledges that motivation does not just depend on your own be Comparison other some person who seems to provide an intuitive frame of refer for judging equity Three possibilities liefs and circumstances but what also happens to other people ence 1 Ratio or outcomes to inputs is balanced you feel a sense of equity and maintain intensity and persistence in effort 2 Ratio of outcomes to inputs is less than your comparison other s ratio Trigger equity distress an internal tension that can only be alleviated by restoring balance to the ratio 3 Ratio of outcomes to inputs is greater than your comparison other s ratio This might create guilt or anxiety brings to Cognitive Distortion A reevaluation of the inputs an employee Internal Comparison refer to someone they compare to in the same company External Comparison refer to someone they compare to in a different company a job often occurring in response to equity stress tributing for some larger purpose This is intrinsic motivation Psychological Empowerment An energy rooted in the beliefs that tasks are con Meaningfulness captures the value of a work goal or purpose relative to a person s own ideals and passions Self Determination reflects a sense of choice in the initiation and continuation of tasks Competence captures a person s belief in his or her capability to perform work tasks successfully Identical to Self efficacy Impact reflects the sense that a person s actions make a difference that process is being made toward fulfilling some important purpose work Chapter 7 Trust Justice and Ethics Reputation reflects an organization s prominence of it s brand in the minds of the public and the perceived quality of its goods and services Takes a long time to build but very easy to break Most employees would rather work at a company with a clean reputation for an average salary for the sake of their own personal image Trust the willingness to be vulnerable to a trustee based on positive expectations about the trustee s actions and intentions Reflects the willingness to take a risk Disposition Based meaning your personality traits include a general propensity to trust others Trust Propensity a general expectation that the words promises and statements of individuals and groups can be relied on shaped by early childhood experiences faith in human nature Cognition Based rooted in a rational assessment of the authority s trustworthi ness Trustworthiness the characteristics or attributes of a trustee that inspire 1 Ability the skills competencies and areas of expertise that enable
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