MGT 305 1st Edition Lecture 9 Outline of Last Lecture I Motivation II McGregor s Theory X and Theory Y III Need Based Theories of Motivation Outline of Current Lecture I Job Based Theories A Herzberg s Motivation Hygiene Theory B Job Characteristic Theory II Application of Job Based Theories III Cognitive Based Theories A Equity Theory B Vroom s Expectancy Theory Current Lecture Chapter 17 Motivating Employees Job Based Theories Approach is to motivate people at work change what they do at work change the job Herzberg s Motivation Hygiene 2 factor Theory 1968 Made distinction between what hygiene factors are and what are motivation factors are If all hygiene factors are satisfied we may be neutral but need satisfied motivation factors in order to be motivated Job Characteristic Theory Hackman and Oldham Skill variety variety of skills and abilities that people use in their job Task identity extent to which a person s job involves whole pieces of work that they feel are meaningful pieces of a whole ex Low task identity in assembly line worker Task significance people s feeling that their job is important and impacts the world in a meaningful way Autonomy the extent of control freedom and independence people have in choosing how their work is performed Feedback extent to which job itself provides knowledge of results All of the above job characteristics lead to different psychological states like meaningfulness responsibility knowledge of results these result in job satisfaction Application of Job Based Theories Biggest applications in work design and work re design To apply Motivation Hygiene Theory o First always make sure hygiene factors are fulfilled o Second focus on improving motivators to impact intrinsic motivation To apply JCT o First construct needs assessment to evaluate your baseline o Second address diagnosed problems according to job characteristics Involve all stakeholders in any intervention o Third implement a work design redesign intervention such as a few old favorites Job rotation vertical expansion job enrichment job enlargement horizontal expansion Cognitive Based Theories understanding and impacting the underlying cognitive mechanisms in the motivation process Equity Theory inputs outputs Look at yourself and others how much you they put in versus how much you get out Components of fairness perceptions o Distributive procedural interactional To apply to increase people s perceptions make sure to be fair on all fronts Vroom s Expectancy Theory Motivation motivational force is a multiplicative function of o Expectancy I expect my efforts will lead to desired outcome effort performance relationship Your perception that if you study you will do well doubt yourself and you wont succeed o Instrumentality I believe my performance will lead to reward performance reward relationship o Valence I anticipate satisfaction with outcomes rewards personal goals relationship You care about doing well o V x I x E Motivation To impact expectancy help workers develop self efficacy through support and training To impact instrumentality crate a well developed contingent reward system ensure the link is there To impact valence ensure rewards are actually desirable