Self Efficacy TheoryIndividual’s belief that they are capable of performing and succeeding at a given taskContributes to behavior initiation, persistence, effort, and ultimately performanceWays to foster self efficacyEnactive mastery- doing well at the taskYou perform a task and succeed, motivating you to do it againVicarious modeling- see someone similar to you be successfulCompare with your friend, did they do well in the same course?Verbal persuasion- someone convinces youUsually a manager, offers supportGoal Setting Theory (Locke and Latham)Most researched and supported motivation theoryBehavior is motivated by goals (which are the object or aim of an action)Why are goals motivating?They direct attention- give you something to focus onEnergize- inspire us, make us want to reach our goalHelp maintain persistence- keep up energizedFacilitate development of plan- Help you lay out steps between starting and finishing your goalApplications of Goal Setting Theory- How to make goals most motivating?Make SMART goals:Specific- more specific, more motivatedMeasureable- are we reaching our goal or not? Comes through feedbackAchievable- Not just achievable but ambitious, challengingRealistic- are you actually able to attain them?Time bound- in what time will you achieve your goal?Provide feedback- helps employee make improvements, keep track of progressTrain and support to impact self efficacyFacilitate goal commitment- make goal attainment important (via personal importance or incentives), make public commitmentThe more people you tell about your goal, the more likely you are to reach it.Behavioral Reinforcement (Incentive-Based) TheoriesThe big ideas:Behaviorism principles (operant conditioning)Reinforcement vs punishmentMore likely to pursue behaviors you get rewarded for/that get reinforced, less likely to pursue behaviors that are punishedGeneral approach: behavior is motivated by rewards and punishments, what gets rewarded gets doneReinforcement: anything that, when presented after a certain behavior, increases the likelihood of that behaviorPositive reinforcement-employee works hard and gets bonusEmployee meets sales goal and gains autonomyNegative reinforcementBoss nags until you reach your quotaSeat belt beeps, you buckle, noise goes awayPunishment: anything that, when presented after a certain behavior, decreases the likelihood of that behaviorPositive punishment:Susan breaks dress code, yelling added, she won’t do it againJim late for work, boss adds time after workNegative punishment:Nick loses a client and his boss takes away expense account accessErin takes a nap at work, boss removes corner officeDan Pink video- MotivationMoney is a motivator, but in settings where the task requires critical thinking, creativity that trend reverses. The higher money incentive the worse people performOnce money is out of the picture, there are 3 big motivators:Autonomy- more creative input and independenceMastery- we want to reach a level of excellence in our workPurpose- we want to maximize the significance of the work we are doingLecture 10Outline of Last Lecture I. Job Based TheoriesII. Application of Job Based TheoriesIII. Cognitive Based TheoriesOutline of Current Lecture I. Cognitive Based Theories continuedA. Self Efficacy TheoryB. Goal Setting TheoryC. Behavioral ReinforcementII. Dan Pink video- MotivationCurrent Lecture- Chapter 17: Motivating Employees MGT 305 1st EditionSelf 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 efficacyo Enactive mastery- doing well at the task You perform a task and succeed, motivating you to do it againo 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 ono Energize- inspire us, make us want to reach our goalo Help maintain persistence- keep up energizedo 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 motivatedo Measureable- are we reaching our goal or not? Comes through feedbacko Achievable- Not just achievable but ambitious, challengingo 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 commitmento 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 reinforcement- o employee works hard and gets bonuso Employee meets sales goal and gains autonomy- Negative reinforcemento Boss nags until you reach your quotao 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 againo Jim late for work, boss adds time after work- Negative punishment:o Nick loses a client and his boss takes away expense account accesso 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,