LECTURE 8 - MOTIVATION
WORK ORGANISATIONAL PSYCHOLOGY
STEVEN REYNOLDS steven.reynolds@cityofglasgowcollege.ac.uk
INDEX
WHAT IS MOTIVATION
THEORIES
TASK
HOMEWORK
MOTIVATION
What is it?
Motivation is "the degree to which an individual wants and chooses to engage in certain specified behaviours.‟ This definition implies that:
3 COMPONENTS OF MOTIVATION
DIRECTION
PERSISTENCE
EFFORT
what a person is trying to do. This is also called choice.
how long a person continues trying. This is also called duration.
how hard a person is trying. This is also called intensity.
MOTIVATION
EXTRINSIC MOTIVATION
INTRINSIC MOTIVATION
1. Intrinsic Motivation; the task itself is perceived as rewarding, providing challenge, stimulation and sense of achievement.
1. Extrinsic Motivation; the reward is outside of the task, a means to an end such as salary, promotion, or recognition by others.
VS
2. It is related to psychological rewards such as the opportunity to use one's ability, a sense of challenge and achievement, receiving appreciation, positive recognition and being treated in a caring and considerate manner. Psychological rewards are those that can usually be determined by the actions and behaviour of individual managers.
2. It is related to tangible rewards such as salary and fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Tangible rewards are often determined at the organizational level and may be largely outside the control of individual managers.
THEORY X & Y
DOUGLAS MCGREGOR (1960)
MANAGERS PERCEPTION OF EMPLOYEES
NEED THEORY OF MOTIVATION
The specific needs of the individual are acquired over a period of time and gets moulded with one’s experience of life. McClelland’s Needs Theory is sometimes referred to as Three Need theory or Learned Needs Theory.
GOAL SETTING THEORY
The theory that specific and difficult goals lead to higher performance.
How does goal setting motivate?
REWARDS
Often reward systems do not reflect organizational goals: Individuals are stuck in old patterns of rewards and recognition.
Stick to rewarding things that can be easily measured.
Organizations don’t look at the big picture.
Subunits compete with each other.
Management and shareholders focus on short-term results.
CULTURE
Motivation Theories Are Culture-Bound Canada and US rely on extrinsic rewards more than other countries.
Japan and Germany rarely use individual incentives.
Japan emphasizes group rewards.
China is more likely to give bonuses to everyone.
HOMEWORK
IN 250 WORDS (+/- 10%)
LECTURE 8 - MOTIVATION
steven.reynolds
Created on November 3, 2020
Start designing with a free template
Discover more than 1500 professional designs like these:
View
Geniaflix Presentation
View
Vintage Mosaic Presentation
View
Shadow Presentation
View
Newspaper Presentation
View
Zen Presentation
View
Audio tutorial
View
Pechakucha Presentation
Explore all templates
Transcript
LECTURE 8 - MOTIVATION
WORK ORGANISATIONAL PSYCHOLOGY
STEVEN REYNOLDS steven.reynolds@cityofglasgowcollege.ac.uk
INDEX
WHAT IS MOTIVATION
THEORIES
TASK
HOMEWORK
MOTIVATION
What is it?
Motivation is "the degree to which an individual wants and chooses to engage in certain specified behaviours.‟ This definition implies that:
3 COMPONENTS OF MOTIVATION
DIRECTION
PERSISTENCE
EFFORT
what a person is trying to do. This is also called choice.
how long a person continues trying. This is also called duration.
how hard a person is trying. This is also called intensity.
MOTIVATION
EXTRINSIC MOTIVATION
INTRINSIC MOTIVATION
1. Intrinsic Motivation; the task itself is perceived as rewarding, providing challenge, stimulation and sense of achievement.
1. Extrinsic Motivation; the reward is outside of the task, a means to an end such as salary, promotion, or recognition by others.
VS
2. It is related to psychological rewards such as the opportunity to use one's ability, a sense of challenge and achievement, receiving appreciation, positive recognition and being treated in a caring and considerate manner. Psychological rewards are those that can usually be determined by the actions and behaviour of individual managers.
2. It is related to tangible rewards such as salary and fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Tangible rewards are often determined at the organizational level and may be largely outside the control of individual managers.
THEORY X & Y
DOUGLAS MCGREGOR (1960)
MANAGERS PERCEPTION OF EMPLOYEES
NEED THEORY OF MOTIVATION
The specific needs of the individual are acquired over a period of time and gets moulded with one’s experience of life. McClelland’s Needs Theory is sometimes referred to as Three Need theory or Learned Needs Theory.
GOAL SETTING THEORY
The theory that specific and difficult goals lead to higher performance.
How does goal setting motivate?
REWARDS
Often reward systems do not reflect organizational goals: Individuals are stuck in old patterns of rewards and recognition. Stick to rewarding things that can be easily measured. Organizations don’t look at the big picture. Subunits compete with each other. Management and shareholders focus on short-term results.
CULTURE
Motivation Theories Are Culture-Bound Canada and US rely on extrinsic rewards more than other countries. Japan and Germany rarely use individual incentives. Japan emphasizes group rewards. China is more likely to give bonuses to everyone.
HOMEWORK
IN 250 WORDS (+/- 10%)