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Motivation I: Needs, Job Design, Intrinsic Motivation, and Satisfaction

Motivation I: Needs, Job Design, Intrinsic Motivation, and Satisfaction. The Italian Stallions. Motivation through Needs. Motivation: “Psychological processes that arouse and direct goal-directed behavior” Needs: “Physiological or psychological deficiencies that arouse behavior”. Figure 6-1.

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Motivation I: Needs, Job Design, Intrinsic Motivation, and Satisfaction

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  1. Motivation I: Needs, Job Design, Intrinsic Motivation, and Satisfaction The Italian Stallions

  2. Motivation through Needs Motivation: “Psychological processes that arouse and direct goal-directed behavior” Needs: “Physiological or psychological deficiencies that arouse behavior”

  3. Figure 6-1 Job Performance Model of Motivation Individual Inputs Ability, Job knowledge Dispositions & Traits Emotions, Moods, &Affect Beliefs & Values Skills Motivational Processes Arousal Attention Intensity & & Direction Persistence Motivated Behaviors Job Context Physical Environment Task Design Rewards & Reinforcement Supervisory Support &Coaching Social Norms Organizational Culture Enable, Limit Mitchell & Daniels, “Motivation” John Wiley & Sons, Inc, 2003, p. 226

  4. 1. Achievement 2. Affiliation 3.Power Large Organizations nPOW (high) nACH (mod) nAFF (mod) Entrepreneurial small organizations or autonomous subsidiaries of large organizations nACH (high) nPOW (mod) nAFF (low) Maslow’s and McClelland’s Need Theories

  5. Approaches to Job Design • Mechanistic • Motivational • Job Enlargement • Job Rotation • Job Enrichment • Job Characteristics Model • Biological • Perceptual-Motor

  6. Intrinsic Rewards Underlying Intrinsic Motivation • Intrinsic Motivation: Driven by positive feelings associated with doing well on a task or job. • Extrinsic Motivation: Motivation caused by the desire to attain a specific outcome • Four Key Intrinsic Rewards (Kenneth Thomas): • Sense of Meaningfulness- The task purpose is important and meaningful. • Sense of Choice- The ability to use judgment and freedom when completing tasks. • Sense of Competence- Feelings of accomplishment associated with doing high-quality work. • Sense of Progress- Feeling that one is accomplishing something important.

  7. Job Satisfaction • Job Satisfaction • Need Fulfillment • Discrepancies • Met Expectations • Equity • Value Attainment

  8. Consequences of Job Satisfaction Special case: Job Performance

  9. Work–Family Relationships • Spillover model hypothesis describes the reciprocal relationship between job and life satisfaction • Compensation Effect • Segmentation Hypothesis • Spillover Model • Work family conflict

  10. THANK YOU FOR YOUR MOTIVATED ATTENTION!

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