Motivation, Satisfaction, and Performance

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Chapter 14

• Motivation, Satisfaction, and Performance

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Chapter Goals

• The goal of this chapter is to explain these
  three key areas (1) the links between
  leadership, satisfaction, motivation, and
  performance (2) the major theories and research
  for motivation and satisfaction and (3) what
  leaders can do to enhance the motivation and
  satisfaction of their followers if they implement
  these different theories.

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Motivation

• Motivation is anything that provides direction,
  intensity, and persistence to behavior.

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Performance

• Performance concerns those behaviors directed
  toward the organizations mission or goals, or
  the products and services resulting from those
  behaviors.

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Job satisfaction

• Job satisfaction deals with ones attitudes or
  feelings about the job itself, pay, promotion, or
  educational opportunities, supervision,
  co-workers, workload, and so on.

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Three Major Needs Theories

• Maslows Hierarchy of Needs
• ERG Theory
• Herzbergs Two-Factor Theory

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Individual Difference

• Achievement orientation
• Intrinsic motivation

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Three Cognitive Theories

• Goal Setting
• Expectancy Theory
• ProMES

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Situational Approaches

• Job Characteristics Model
• Operant Model

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Leadership practitioners should be aware of
several important findings regarding global and
facet satisfaction

• People are generally very happy with their
  vocation or occupation.
• Persons with longer tenure or in higher positions
  tend to have higher global and facet satisfaction
  ratings than those new or lower in the
  organization.

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Leadership practitioners should be aware of
several important findings regarding global and
facet satisfaction
Cont.

• Persons in higher positions tend to have ratings
  when evaluating their compensation than those in
  lower positions.
• People who are happier with their jobs also tend
  to have higher life satisfaction ratings.

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Three Theories of Job Satisfaction

• Affectivity
• Equity Theory
• Organizational Justice