Contemporary Theories of Motivation.ppt

Contemporary Theories of Motivation Gonzalo Campuzano Enrique Flores OUTLINE Introduction Early Theories of Motivation (Overview) Goal Setting Theory MBO Programs Equity Theory Expectancy Theory Integrating Contemporary Theories of Motivation References Questions Answers 55% of U.S. employees have no enthusiasm for their job. As cited in D. Jones, “Firms spend Billions to Fire Up Workers – With Little Luck”, USA Today, May 10, 2001 INTRODUCTION Motivation is the result of the interaction of the individual and the situation. Individuals differ in their basic motivational drive. i.e. Texbook Vs. Novel The level of motivation varies both between individuals and within individuals at different times. Motivation: “The process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” [1] EARLY THEORIES OF MOTIVATION 1950’s: Hierarchy of needs theory Theories X and Y The two-factor theory. They represent a foundation from which contemporary theories have grown. Practicing managers still regularly use this theories and their terminology in explaining employee motivation. Contemporary way of thinking GOAL-SETTING THEORY Goals tell an employee what needs to be done and how much effort will need to be expended. In order to increase performance: Set specific goals. Difficult goals, when accepted, result in higher performance than does easy goals. Provide feedback. An individual is committed to the goal when he believes he can achieve the goal, and wants to achieve it. MBO PROGRAMS:Putting Goal-Setting T. Into Practice Converting overall organizational objectives into specific objectives for organizational units and individual members. Four ingredients common to MBO programs: Goal specification. Participation in decision making. An explicit time period. Performance feedback. Failures may come from: Unrealistic expectations regarding results. Lack of commitment by top management. Cultural incompatibilities.