Motivation and Job Performance

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Motivation and Job Performance

• MGT 262
• January 15, 2007
• Professor Stéphane Côté

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Agenda

• Job Performance
• Theories of Motivation
• Equity Theory
• Goal Setting Theory
• Job Characteristics Model
• Motivation Mini-Case
• Overview of the Group Project

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Announcements

• Please put a name card in front of you.
• Web assignment due Thursday, Feb . 1 at 9 am (the
  web site will shut down at that time)

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Job Performance

• Performance is the extent to which a worker
  contributes to achieving the objectives of the
  organization (p. 136).
• Three dimensions
• Task performance
• Organizational citizenship behavior
• Counterproductive work behavior

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Job Performance

• Who are the strongest performers?
• Individuals who score high on IQ tests
• Individuals who score high on EQ tests
• Conscientious individuals

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Job Performance

• How about extraverts?
• They are good performers, and especially in
  managerial and sales jobs
• How about friendliness?
• Agreeableness is associated with job performance,
  but less so than conscientiousness

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Job Performance
High motivation does not guarantee high
performance. Whether motivation translates into
performance depends on the presence of other
factors.
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Agenda

• Job Performance
• Theories of Motivation
• Equity Theory
• Goal Setting Theory
• Job Characteristics Model
• Motivation Mini-Case
• Overview of the Group Project

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Motivation

• Motivation is the extent to which persistent
  effort is directed toward a goal (p. 134).

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Motivation What youshould not do!
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MotivationVideo Case

• The video is about factors that motivate workers
  to stay with the company.
• Note the techniques that companies use to
  motivate workers.

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MotivationEquity Theory

• Equity theory (pp. 148-150) Employees compare
  the inputs they invest in a job and the outcomes
  they receive from the job to the inputs and
  outcomes of other workers.

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MotivationEquity Theory
Your co-workers performance
Your performance
Very high
High
65,000
75,000
Your salary
Your co-workers salary
How do you feel? What will you do? How does your
coworker feel? What will your coworker do?
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MotivationGoal Setting Theory

• Goal-setting theory (pp. 150-153) Employees are
  motivated to attain goals when those goals are
• Specific
• Challenging
• Accepted by workers or, even better, when workers
  are actively involved in setting them
• Goals are most effective with frequent feedback.

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MotivationGoal Setting Theory
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MotivationJob Characteristics Model
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MotivationJob Characteristics Model
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MotivationJob Characteristics Model
Principles of Job Design
Core Job Characteristics Involved
1. Combine jobs enabling worker to perform the
entire job

• Establish client relationships
• allowing providers of a service
• to meet the recipients

• Allow greater responsibility
• and control over work

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10-Minute Break
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Agenda

• Job Performance
• Theories of Motivation
• Equity Theory
• Goal Setting Theory
• Job Characteristics Model
• Motivation Mini-Case
• Overview of the Group Project

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Motivation Mini-Case

• Work in groups of three-five people
• Propose one action item to increase motivation
• Explain why your intervention would work, using a
  theory of motivation
• Equity theory
• Goal-Setting theory
• Job Characteristics model

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Agenda

• Job Performance
• Theories of Motivation
• Equity Theory
• Goal Setting Theory
• Job Characteristics Model
• Motivation Mini-Case
• Overview of the Group Project

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Group Projects

• Random group assignments will be posted on the
  web site next week (after the Jan. 21 deadline
  for enrolling in the course).

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Group Projects

• Once you know who is in your group, choose a
  topic. How?
• Personal experience What happened to me at work
  before?
• Interest What do I like? What do I care about?
• Importance What is in the news?

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Group Projects

• Pick a research question. For example
• Do groups improve their performance with time?

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Group Projects

• Be creative! Think of different types of
  organizations
• Individual employees in an organization
• Work teams
• Sports teams
• Musical bands
• Please avoid faculty and staff at the Rotman
  School (because of confidentiality issues)

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Group Projects Example
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Group Projects Example
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Group Projects

• How do you obtain information to answer your
  research questions?
• Observations
• Survey
• Online data (e.g., sports teams)
• Archival data (e.g., books, newspapers)

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Group Projects

• Ethical considerations
• Approval obtained for the course
• Surveys and observations should be anonymous and
  confidential
• Do not ask for sensitive information

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Group Projects
Example of analysis Comparison of means

• Example 1 Are Full-Time workers more satisfied
  with their jobs than Part-Time workers?

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Group Projects
Example of analysis Correlations

• Example 2 Is there a relation between job
  satisfaction and intentions to quit?

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Group Projects

• Think about generating knowledge about all
  workplaces, not just one organization or group.
• Papers are graded on contribution, analytical
  rigor, focus, conciseness, and creativity.
• See two sample high quality papers from previous
  years on the web site but the more similar your
  paper is to these samples, the less creative it
  will be

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Agenda

• Job Performance
• Theories of Motivation
• Equity Theory
• Goal Setting Theory
• Job Characteristics Model
• Motivation Mini-Case
• Instructions for Group Projects

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Week 3 Preview Research Methods

• Details about the group project
• Where do we get the information?
• How many observations do we need?
• How do we measure concepts such as job
  satisfaction and job performance?

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See you next week!