Chapter 16 - notes from class

Fish philosophy is linked with.....

"Choose your attitude"

ERG Theory

existence needs, relatedness needs, growth needs

Existence Needs

the needs for physical well-being

Relatedness needs

the needs for satisfactory relationships with others

Growth needs

our intrinsic desire for personal development

Behavioral Intention =

cognition + affect

Goal Setting Theory

Increase motivation and enhance performance by setting goals and providing timely feedback (key component: goal specificity)

Path-goal Theory

Leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals and by increasing the number and kinds of rewards available for goal attainment

Personal Characteristics of Subordinates

locus of control and perceived ability

Locus of control

a person's tendency to perceive the control of rewards as internal to the self or external in the environment

Perceived ability

how much ability subordinates believe they have for doing their jobs well

Environmental Characteristics

task structure, formal authority system, primary work group

Equity Theory

focuses on employee perceptions as to how fairly they think they are being treated compared with others

What is essential in managing expectations and "perceptions"

Leadership!

What can YOU control?

Effort

Inflation Evaluation

the leader may be at fault for the employee's false perceptions by not giving the employee an accurate evaluation or good feedback

Job Characteristics model : Core dimensions

skill variety, task identity, task significance, autonomy, feedback

Who controls the core job dimensions?

The employer

Skill variety

the degree to which a job requires a variety of different activities

Task identity

the degree to which a job requires completion of a whole and identifiable piece of work

Task significance

the degree to which a job has a substantial impact on the lives or work of other people

Autonomy

the degree to which a job gives workers the discretion, freedom, and independence to decide how and when to accomplish the job

Feedback

The extent to which doing the job provides feedback to the employee on their performance

Critical Psychological States

-experienced meaningfulness of the work
-experienced responsibility for outcomes of the work
-knowledge of the actual results of the work activities

Experienced meaningfulness of the work

Skill variety, task identity (low coast), task significance (low cost)

Experienced responsibility for outcomes of the work

Autonomy - toughest challenge

Knowledge of the actual results of the work activities

Feedback - doesn't cost much

Personal and Work Outcomes

o High internal work motivation
o High quality work performance
o High satisfaction with the work
o Low absenteeism and turnover

What is the motivating factor for productivity?

the WHY

Hetzberg's two factor theory of motivation

1. Extrinsic motivation
2. Intrinsic motivation

Extrinsic Factors

Hygiene factors (like ERG factors)

Motivators (Herzberg)

satisfiers (must tap into these factors to have a "satisfied" worker)
-culture of relationship
-mentorship
-leadership substitutues

Hygiene Factors (Herzberg)

best you can achieve with these is "not dissatisfied"
- can't get a satisfied worker!