Chapter 3 Leadership Behavior and Motivation and Motivation © Lussier, R. and Achau, C. (2007): Effective Leadership, 3 rd Edition, South-Western, Cangage.

ChapterChapter 33

Leadership BehaviorLeadership Behavior and Motivationand Motivation

©Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning

Summary of Lecture # 5

University of Iowa leadership styles

University of Michigan University leadership models

Ohio State University leadership model and the leadership grid

Three content motivation theories

Process, and reinforcement theories

Learning Outcomes

Understanding Motivation

Motivation Theories

Four types of reinforcement

Content, process, and reinforcement theories

Relationship between Motivation and Performance

Motivation: Giving people incentives that cause them to act in desired ways.

•The objective of motivating employees is to lead them to perform in ways that meet the goals of the department and the organization.

•Because supervisors are largely evaluated on the basis of how well their group as a whole performs, motivation is an important skill for supervisors to acquire.

Herzberg’s Two-Factor Theory of Motivation

A managers poor handling of hygiene (maintenance factors) is the primary cause of unhappiness on the job.

Motivation factors are the primary cause of job satisfaction.

The presence of maintenance factors will not increase satisfaction.


Herzberg’s Two-Factor Theory of Motivation

Motivator Factors Intrinsic (esteem and self actualization needs, growth needs,

work itself, recognition, increased responsibility, growth, advancement)

Satisfied or not satisfied

Maintenance (Hygiene) Factors Extrinsic (physiological, safety, and social needs, existence and

relatedness needs, pay, benefits, job security, working condition, company policy

Dissatisfied or not dissatisfied


Maintenance Factors

Salary

Job Security

Working Conditions

Status

Company Policies

Quality of technical supervision

Interpersonal relationships among peers and supervisors


Motivational Factors

Achievement

Recognition

Responsibility

Advancement

The work itself

Possibility of Growth


IS MONEY MOTIVATOR?

Some supervisors and other managers assume that the main thing employees want out of a job is money. While money can be a motivator, it is not the only motivator, and for some people it is not the most important motivator.

For money to motivate, it must meet employee needs, and employees must believe they are able to achieve the financial rewards the organization offers.


Motivation Theories

Process Motivation Theories

Focus on how people choose behavior to fulfill their needs

1: Equity Theory 2: Expectancy Theory 3: Goal Setting Theory


Equity Theory

Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning

= Others’ input (contributions)

Others’ outcomes (rewards)

Our inputs (contributions)

=Our outcomes (rewards)

propose that employees are motivated when their perceived propose that employees are motivated when their perceived

inputs equal outputsinputs equal outputs


Expectancy Theory

“Proposes that employees are motivated when they believe they can accomplish the task and the rewards

for doing so are worth the effort”


Goal-setting Theory

Proposes that specific, difficult and challenging

goals motivate people


How Does a Leader Set Meaningful Goals & Objectives to Motivate Subordinates?

1. DIFFICULT BUT ACHIEVABLE2. SET IN CONSULTATION3. COMMITMENT OF EMPLOYEES


Process Motivation Theories

1: Equity Theory

•People compare their inputs (efforts, experience, status, intelligence) with others (outputs 9prasie, recognition, pay, benefits, promotions etc•conclusion=under warded, over rewarded, equitably rewarded•Using Equity theory: equity is based on perception, rewards should be equitable, high performance be rewarded but understand what level of input needed to attain output, clarify exact requirements to achieve incentives

2:Expectancy Theory

•Based on Victor Vroom’s formula •motivation= expectancy (percpetion of ability to accomplish task or objective) *instrumentality (performance will be rewarded) * valence (value places on outcome and reward0•Assumption: Internal (needs) and external (environment) factors affect human behavior, •people take behavior decision based on perception of outcome (promotion or recognition)

3: Goal Setting Theory

•Consult=Set=Support=Review=Feedback


Reinforcement TheoryReinforcement Theory

Also known as behavior modification Based on studies of B.F. Skinner

Major topic of study in Psychology Depends on reinforcement

Positive (encourage continued behavior) Avoidance (negative reinforcement) Extinction Punishment

Reinforcement can be Continuous Intermittent (fixed interval schedule, fixed ration schedule, variable ratio

schedule)



You get what you reinforce, not alwaysYou get what you reinforce, not alwayswhat you reward!what you reward!

Stimulus (legal speed limit)

Responding behavior (speed)

Consequences of behavior (fine to discourage repeat performance or behavior)



•Set clear objectives•Employees must understand what is expected

•Use appropriate rewards•Must be seen as rewards

•Use the appropriate reinforcement schedule•Do not reward unworthy performance•Look for the positive •Give sincere praise•Do things for your employees


Praise Model

Step 1Tell the employees exactly

what was done correctly

Step 2Tell the employees why the

Behavior is important

Step 3Stop for a moment of silence

Step 4Encourage

repeat performance

It is an effective and inexpensive

motivational tool


Which Motivation Theory is the “Correct” Model?


Which Motivation Theory is best•All of them

•None of them

•None works in all environments, in all situations, or for all people

•Leader must be flexible

•Knowledge of all theories will help in determining the correct way to motivate in a given situation


Motivation Process with the Motivation Theories

1. Need(unmet need or want to be

Satisfied at work)Content Motivation Theories

2. Motive(selecting behavior to

satisfy need)Process Motivation Theories

3. Behavior(employee action to satisfy need)

4. Consequence(manger behavior or natural outcome of employee action

Reinforcement theory

5. Satisfaction of dissatisfactionDegree and how long need is met


Leadership Style

• Which leadership style do workers think is best?

No one is best in all circumstances and situations but generally

followers like consideration style


Men’s and Women’s Leadership Styles

In general, women fall back on a democratic leadership styleEncourage participation

Share power and information

Attempt to enhance followers’ self-worth

Prefer to lead through inclusion

Men feel more comfortable with a directive command-and-control styleRely on formal authority


Discussion Question

Question 1: What is your motivation theory? Question 1: What is your motivation theory?

Question 2: What major methods, techniques, and soQuestion 2: What major methods, techniques, and soon, do you plan to use on the job as a manager toon, do you plan to use on the job as a manager toincrease motivation and performance?increase motivation and performance?

Question 3: What is difference between content andQuestion 3: What is difference between content andprocess motivation theories?process motivation theories?


Summary

Understanding Motivation

Motivation Theories

Four types of reinforcement

Content, process, and reinforcement theories

Chapter 3 Leadership Behavior and Motivation and Motivation © Lussier, R. and Achau, C. (2007): Effective Leadership, 3 rd Edition, South-Western, Cangage.

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