a1 Chapter 16 MOTIVATING ROB B I N S COULTER EMPLOYEES ©Prentice Hall,2002 16-1
Chapter 16 MOTIVATING EMPLOYEES © Prentice Hall, 2002 16-1
Learning Objectives You should learn to: Define the motivation process Describe three early motivation theories Explain how goals motivate people Differentiate reinforcement theory from goal- setting theory -Identify ways to design motivating jobs ©Prentice Hall,2002 16-2
Learning Objectives You should learn to: – Define the motivation process – Describe three early motivation theories – Explain how goals motivate people – Differentiate reinforcement theory from goalsetting theory – Identify ways to design motivating jobs © Prentice Hall, 2002 16-2
Learning Objectives (cont.) You should learn to: Describe the motivational implications of equity theory Explain the key relationships in expectancy theory -Describe current motivation issues facing managers -Identify management practices that are likely to lead to more motivated employees ©Prentice Hall,2002 16-3
Learning Objectives (cont.) You should learn to: – Describe the motivational implications of equity theory – Explain the key relationships in expectancy theory – Describe current motivation issues facing managers – Identify management practices that are likely to lead to more motivated employees © Prentice Hall, 2002 16-3
What Is Motivation? Motivation the willingness to exert high levels of effort to reach organizational goals,conditioned by the effort's ability to satisfy some individual need for-a measure of intensity or drive ogouk-effort should be directed toward,and consistent with,organizational goals oeeds-motivation is a need-satisfying process -need-an internal state that makes certain outcomes appear attractive unsatisfied needs create tensions that stimulate drives drives lead to search behavior ©Prentice Hall,2002 16-4
What Is Motivation? Motivation – the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need • effort - a measure of intensity or drive • goals - effort should be directed toward, and consistent with, organizational goals • needs - motivation is a need-satisfying process – need - an internal state that makes certain outcomes appear attractive • unsatisfied needs create tensions that stimulate drives • drives lead to search behavior © Prentice Hall, 2002 16-4
The Motivation Process Unsatisfied Search Satisfied Tension Drives Reduction Need Behavior Need ofTension ©Prentice Hall,2002 16-5
The Motivation Process Unsatisfied Need Satisfied Need Search Behavior Tension Drives Reduction of Tension © Prentice Hall, 2002 16-5