Lecture 11 Flashcards
(17 cards)
concreteness accesses _______
our emotions!
Theory X
motivating others thru exchange, control, and constant supervision
Theory Y
motivating others thru identity, values, core motives, interests, and encouragement of autonomy and self-direction
Ex. MLK Jr.
motivating others thru identity
helping ppl internalize the desire to work rather than providing incentives (once incentives are taken away, the motivation disappears)
+ of motivating w/ incentives
- clear, ST rewards for specified behavior
- useful when you know exactly what you need
- extrinsic
- of motivating w/ incentives
- $$
- promote unethical behavior (esp if means unspecified)
- incentivize wrong behavior (Kerr)
- influence quantity > quality (Terborg and Miller)
- not long-lasting
+ of motivating w/ recognition
- employees want recognition
+ of motivating by connecting everyday work to broader purpose
job design: task ID, task significance
Hackman and Oldham
task identity
when you can see complete product or service you’re contributing to
correlation w/ job satisfaction (Morgeson & Humphrey)
task significance
when work has beneficial impact on other ppl
Ex. donations massively incr after hearing 10 min speech from scholarship recipient ($2000 to $10,000; Grant)
+ of motivating by making work more relevant to individual identity
ppl who can express individual ID at work less likely to quit than if pressured to adopt organization ID (Cable)
+ of motivating by making work more inherently interesting
- ppl want interesting work (Wiley)
- greatest sense of personal welfare and well-being (Deci & Ryan)
- greatest intensity of effort and persistence
- of motivating w/ recognition
still an external motivator
intrinsic motivation
work that’s fully integrated w/ one’s curiosity and interests; engaging in work for its own sake
effect of extrinsic motivators on intrinsic motivation
NEGATIVE effect; Deci
extrinsic → intrinsic methods of motivation
- incentives (most extrinsic)
- recognition
- connecting everyday work to broader purpose
- making work more relevant to individual ID
- making work more inherently interesting
key to motivating persistent effort
tapping into employee’s identities
