MGT 305 1st Edition Lecture 10 Outline of Last Lecture I Job Based Theories II Application of Job Based Theories III Cognitive Based Theories Outline of Current Lecture I Cognitive Based Theories continued A Self Efficacy Theory B Goal Setting Theory C Behavioral Reinforcement II Dan Pink video Motivation Current Lecture Chapter 17 Motivating Employees Self Efficacy Theory Individual s belief that they are capable of performing and succeeding at a given task Contributes to behavior initiation persistence effort and ultimately performance Ways to foster self efficacy o Enactive mastery doing well at the task You perform a task and succeed motivating you to do it again o Vicarious modeling see someone similar to you be successful Compare with your friend did they do well in the same course o Verbal persuasion someone convinces you Usually a manager offers support Goal Setting Theory Locke and Latham Most researched and supported motivation theory Behavior is motivated by goals which are the object or aim of an action Why are goals motivating o They direct attention give you something to focus on o Energize inspire us make us want to reach our goal o Help maintain persistence keep up energized o Facilitate development of plan Help you lay out steps between starting and finishing your goal Applications of Goal Setting Theory How to make goals most motivating Make SMART goals o Specific more specific more motivated o Measureable are we reaching our goal or not Comes through feedback o Achievable Not just achievable but ambitious challenging o Realistic are you actually able to attain them o Time bound in what time will you achieve your goal Provide feedback helps employee make improvements keep track of progress Train and support to impact self efficacy Facilitate goal commitment make goal attainment important via personal importance or incentives make public commitment o The more people you tell about your goal the more likely you are to reach it Behavioral Reinforcement Incentive Based Theories The big ideas o Behaviorism principles operant conditioning o Reinforcement vs punishment More likely to pursue behaviors you get rewarded for that get reinforced less likely to pursue behaviors that are punished General approach behavior is motivated by rewards and punishments what gets rewarded gets done Reinforcement anything that when presented after a certain behavior increases the likelihood of that behavior Positive reinforcemento employee works hard and gets bonus o Employee meets sales goal and gains autonomy Negative reinforcement o Boss nags until you reach your quota o Seat belt beeps you buckle noise goes away Punishment anything that when presented after a certain behavior decreases the likelihood of that behavior Positive punishment o Susan breaks dress code yelling added she won t do it again o Jim late for work boss adds time after work Negative punishment o Nick loses a client and his boss takes away expense account access o Erin takes a nap at work boss removes corner office Dan Pink video Motivation Money is a motivator but in settings where the task requires critical thinking creativity that trend reverses The higher money incentive the worse people perform Once money is out of the picture there are 3 big motivators o Autonomy more creative input and independence o Mastery we want to reach a level of excellence in our work o Purpose we want to maximize the significance of the work we are doing