Employee

Employee Performance
Performance Dimensions
Dimensions

Defining
Defining Motivation
Motivation

Key
KeyElements
Elements
1.1. Intensity:
Intensity:how
howhard
hardaaperson
persontries
tries
2.2.
3.3.

Direction:
Direction:toward
towardbeneficial
beneficialgoal
goal
Persistence:
Persistence:how
howlong
longaaperson
persontries
tries
3

Need
Need theories
theories

Going Beyond the Fringe in Benefits: Especially Creative Reward

Practices

Company

Reward

Apple Computer

Stock purchase options

Publix Super Markets

Partial ownership in the company

Advanta Corporation

Opportunity to help train new employees

Westin Hotels

Free meals while on the job

Worthington Industries

Haircuts for $2 while at work

Readers Digest

Fridays off during the month of May

Pitney Bowes

Courses in real estate, golf, painting, photography,

and cake decorating

Steelcase

Access to camping facilities and equipment

Delta Airlines

Free airline travel for employees and spouses

Theory
Theory XX and
and Theory
Theory YY (Douglas
(Douglas McGregor)
McGregor)

Need Hierarchy Theory

Higher-order
needs
Selfactualization
needs
Esteem needs
Social needs
Safety needs
Physiological needs
Lower-order
needs

Two-Factor
Two-Factor Theory
Theory (Frederick
(Frederick Herzberg)
Herzberg)

Factors characterizing events

on the job that led to extreme
job dissatisfaction

Factors characterizing events

on the job that led to extreme
job satisfaction

Comparison
Comparisonof
of
Satisfiers
Satisfiersand
and
Dissatisfiers
Dissatisfiers

ERG
ERG Theory
Theory (Clayton
(Clayton Alderfer)
Alderfer)

Core
CoreNeeds
Needs
Existence:
Existence:provision
provisionof
of
basic
material
basic material
requirements.
requirements.
Relatedness:
Relatedness:desire
desirefor
for
relationships.
relationships.
Growth:
Growth:desire
desirefor
for
personal
development.
personal development.

Concepts:
Concepts:
More
Morethan
thanone
oneneed
needcan
can
be
beoperative
operativeatatthe
thesame
same
time.
time.
IfIfaahigher-level
higher-levelneed
need
cannot
be
fulfilled,
cannot be fulfilled,the
the
desire
to
satisfy
a
lowerdesire to satisfy a lowerlevel
levelneed
needincreases.
increases.

10

David
David McClellands
McClellands Theory
Theory of
of Needs
Needs

nPow

nAch

nAff

11

Content
Content Theories
Theories of
of Motivation
Motivation
Needs Hierarchy
Theory
SelfActualization
Esteem
Belongingness

ERG Motivator--Hygiene McClellands

Theory
Theory
Learned Needs
Need for
Achievement
Growth
Motivators
Need for
Power
Need for
Relatedness
Affiliation
Hygienes

Safety
Existence
Physiological

12

Cognitive
Cognitive and
and behavioral
behavioral theories
theories
How motivation take place

Cognitive
Cognitive Evaluation
Evaluation Theory
Theory

14

Goal-Setting
Goal-Setting Theory
Theory (Edwin
(Edwin Locke)
Locke)

15

Goal Setting: Some Impressive Effects

100

Percentage of Maximum Weight

Carried on Each Trip

Goal
level 94

90
Performance at the goal level
was sustained seven years after
the goal was first set

80
70
60

There was a dramatic

improvement in performance after a goal
was set

50

1 2 3 4 5 6 7 8 9 10 11 12
Before goal

After Goal

Seven
Years Later

Four-Week Periods
16

Reinforcement
Reinforcement Theory
Theory

Concepts:
Concepts:
Behavior
Behavioris
isenvironmentally
environmentallycaused.
caused.
Behavior
Behaviorcan
canbe
bemodified
modified(reinforced)
(reinforced)by
by
providing
providing(controlling)
(controlling)consequences.
consequences.
Reinforced
Reinforcedbehavior
behaviortends
tendsto
tobe
berepeated.
repeated.

17

Equity
Equity Theory
Theory

Referent
Referent
Comparisons:
Comparisons:
Self-inside
Self-inside
Self-outside
Self-outside
Other-inside
Other-inside
Other-outside
Other-outside
18

Equity Theory: A Summary and Example

Andy is
overpaid
compared to Bill

INEQUITABLE
INEQUITABLERELATIONSHIP
RELATIONSHIP

Bills outcomes
($25,000/year)
Bills inputs
(40 hours/week)

Andys outcomes
($30,000/year)
Andys inputs
(40 hour/week)

Bill feels angry

Andy feels guilty

Andy is equitably paid
compared to Bill

Bill is
underpaid
compared to Andy

EQUITABLE
EQUITABLERELATIONSHIP
RELATIONSHIP

Andys outcomes
($30,000/year)
Andys inputs Andy feels
(40 hour/week)
satisfied

Bill feels
satisfied

Bill is equitably paid

compared to Andy
Bills outcomes
($30,000/year)
Bills inputs
(40 hours/week)

Equity
Equity Theory
Theory (contd)
(contd)

20

Expectancy
Expectancy Theory
Theory

21

The
The Japanese
Japanese Approach
Approach to
to Motivation
Motivation
The basic tenet is that managers and workers
should come together as partners - as one group.
Performance is considered to be a function of
ability and motivation, thus
Job Performance = f(ability)(motivation)
Ability in turns depends upon education, experience
and training and its improvement is a slow and
long process.
On the other hand motivation can be improved
quickly

22

seven
seven strategies
strategies for
for motivation
motivation

Positive reinforcement/high expectations

Effective discipline and punishment
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base Rewards on job performance

23