Organisational Behaviour: Motivation Notes

Principles of Organisational Behaviour: Motivation Part 2

Recap of Motivation

• Motivation: Forces that initiate, direct, and sustain a person’s efforts at work.
  • Key elements include:
  • Direction/Choice: What a person chooses to do.
  • Intensity: How hard a person works.
  • Persistence: The duration of effort.

Process Theories of Motivation

• Focus on the cognitive processes influencing behaviour.
• Explore why certain behaviours occur in relation to outcomes and peers' behaviours.
• Key theories:
  • Expectancy Theory
  • Equity Theory
  • Goal-Setting Theory

Expectancy Theory

• Developed by Victor Vroom, emphasizes that effort is directed toward behaviours that yield desired outcomes.
• Components of Expectancy Theory:
  • Expectancy: Belief that effort will lead to performance (Effort → Performance).
  • Instrumentality: Belief that performance will lead to outcomes (Performance → Outcome).
  • Valence: The value a person places on the outcome.
• Motivation formula: $F = E imes I imes V$ where:
  • F = Motivation
  • E = Expectancy
  • I = Instrumentality
  • V = Valence

Example of Expectancy Theory

• Scenario: Offer of 1 Million Euros for memorizing a textbook by noon tomorrow.
  • Analysis:
  • Expectancy (E): Low, as memorization is unrealistic in the given timeframe.
    $E = 0$
  • Instrumentality (I): Perceived no realistic path to achieving the payoff.
    $I = 0$
  • Valence (V): High, as it is a significant reward.
    $V = 1$
  • Conclusion: Even with a high reward, low expectancy results in no motivation to complete the task.

Organisational Justice and Fairness

• Distributive Justice: Perceived fairness of outcomes (Are rewards fair?).
• Procedural Justice: Fairness in processes (Were rules consistently applied?).
  • Example: Consistency and transparency in promotions.
• Interactional Justice: Fairness in how employees are treated during the decision-making process.

Equity Theory

• Developed by Stacy Adams, focusing on perceived fairness in treatment compared to others.
• Key aspects include:
  • Motivation influenced by comparisons of inputs and outcomes with others.
  • Inputs: Effort, loyalty, skills, and sacrifice.
  • Outcomes: Recognition, salary, and sense of achievement.
• Example: Working at a restaurant and feeling unfairly treated compared to a peer can reduce motivation.

Goal-Setting Theory

• Goals serve as crucial drivers of effort intensity and persistence.
• Effective goal-setting involves SMARTER criteria:
  • Specific: Clearly defined goals.
  • Measurable: Progress can be tracked.
  • Achievable: Realistically attainable goals.
  • Relevant: Aligned with job objectives.
  • Time-bound: Defined deadlines for completion.
  • Exciting: Goals should inspire commitment.
  • Reviewed: Regular feedback is essential for success.

Contingencies of Reinforcement

• Reinforcement strategies to increase desirable behaviours:
  • Positive Reinforcement: Rewarding desired behaviours (e.g., promotions).
  • Negative Reinforcement: Removing negative outcomes associated with a behaviour.
• Strategies to decrease undesirable behaviours:
  • Punishment: Applying negative consequences for unwanted behaviours.
  • Extinction: Removing positive outcomes that reinforce unwanted behaviour.

Application Example for Airlines

• Airlines encourage travelling light by allowing skip-the-queue for hand luggage and charging for additional bags.
  • This demonstrates positive reinforcement and extinction.

Conclusion on Theories of Motivation

• Understanding and applying theories of motivation is important as:
  • People have various needs (physiological, relational, developmental).
  • Reward systems must be designed thoughtfully to avoid diminishing intrinsic motivation.
  • Motivation is influenced by social comparisons.
  • Goal-setting is proven to enhance motivation and performance.