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Motivation in the Workplace

Motivation in the Workplace. Module from SIOP. Workplace Motivation. Why do people work? Why do other people work ? What motivates you to work harder at work or in school? What de-motivates you? What could your boss or teacher do to get you to work harder?

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Motivation in the Workplace

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  1. Motivation in the Workplace Module from SIOP

  2. Workplace Motivation • Why do people work? Why do other people work? • What motivates you to work harder at work or in school? What de-motivates you? • What could your boss or teacher do to get you to work harder? • How would you use your knowledge of the psychology of motivation to increase workplace performance?

  3. Motivation inIndustrial-Organizational Psychology • Research and practice in I-O tends not to focus on biological / physiological theories • Instead, we tend to construct our research and interventions around the following approaches (as well as others): • Behavioral: Goal Setting • Cognitive Processes: Decision Making • Need Satisfaction

  4. Goal Setting • Setting goals for workplace performance tends to be one of the most effective motivators • The most motivating goals are • Specific • “Get an average customer satisfaction score of at least 95.5” is better than “Get high customer satisfaction ratings” • Difficult but attainable/realistic • “Get an average customer satisfaction score of at least 95.5” is better than “Get an average customer satisfaction score of 75.5” • The effectiveness of goals also depends on • Commitment to the goal. Employees need to be committed to achieving the goal • Feedback. Goals work better when employees can see whether they’re making progress toward the goal

  5. Cognitive Processes (Expectancy Theory) • Behavior such as high job performance is more likely if employees have positive perceptions of: • Valence: If I am successful at this task, how good is the reward or benefit? • Instrumentality: If I am successful at this task, how likely is it that I’ll get those outcomes I thought about above? • Expectancy: If I try hard, how likely is it that I’ll actually be able to be successful?

  6. Need Satisfaction • Employees will work to satisfy their needs / higher order goals • Survival (e.g., having enough money to live) • Agency (control over one’s environment) • Esteem (being viewed positively) • Affiliation (social relationships) • Job Characteristics Model • Skill variety (lots of different skills used) • Task identity (“entire”unit of work) • Task significance (the job should be important) • Autonomy (choice of how to perform the task) • Feedback

  7. For More Information… Diefendorff, J. M., & Chandler, M. M. (2010). Motivating employees. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology (Vol. 3, pp. 65-135). Washington, DC: American Psychological Association. Jex, S. M., & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed.). (Chapters 8 & 9). Hoboken, NJ: Wiley. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57, 705-717. doi:10.1037//0003-066X.57.9.705

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