Motivation in
Organizations
Chapter 7
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Learning Objectives
1.
Define motivation and explain its importance in the
field of organizational behavior.
2.
Describe need hierarchy theory and the
motivational-fit approach, noting what each suggests
about how to improve motivation in organizations.
3.
Identify and explain the conditions through which
goal setting can be used to improve job performance.
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Learning Objectives
4.
Describe equity theory and how it may be applied to
motivating people in organizations.
5.
Describe expectancy theory and how it may be
applied in organizations.
6.
Distinguish among job enlargement, job enrichment,
and the job characteristics model as techniques for
motivating employees.
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Motivation
The set of processes that arouse, direct, and
maintain human behavior toward attaining
some goal.
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Motivation Components
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Motivation Key Points
 Motivation and job performance are not
synonymous
 Motivation in multifaceted
 People are motivated by more than just money
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Need Hierarchy Theory (Maslow)
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Motivational Fit Approach
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Goal Setting Theory
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Goal Setting Guidelines
 Assign specific goals
 Assign difficult, but acceptable,
performance goals
• Vertical stretch goals
• Horizontal stretch goals
 Provide feedback on goal attainment
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Equity Theory
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Equity Theory
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Managerial Implications
 Avoid underpayment
 Avoid overpayment
 Be honest and open with employees
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Expectancy Theory
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Other Job Performance
Determinants
 Skills and abilities
 Role perceptions
 Opportunities to perform
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Managerial Implications
 Clarify people’s expectancies that effort will
lead to performance
 Administer rewards that are positively valent
to employees
 Clearly link valued rewards and performance
• Incentive stock option
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Structuring Interesting Jobs
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Job Characteristics Model
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Managerial Implications
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