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Origin & Evolution of Organizational

Science

Todays Agenda:
Employee motivation?
Central constructs and criticism of expectancy theory?
Central constructs and criticism of Hertzberg theory?
Can motivation theories predict behavior? Performance? Commitment?
Are these theories relevant? Measurable?

By:
Hira Ahmed Khan
Amina Munir
Rida Shah
Adeel Khan

Frederick Herzberg
(18 April 1923 19 January 2000)

Father of job enrichment principle


WWII
1946
1950
1951
1957
1972

Nazi Dachau Concentration Camp witness, Germany


Graduate, City College
Ph.D., University of Pittsburgh
Research Director, Psychological Services of Pittsburgh
Professor of Psychology, Case Western Reserve University, Cleveland
Professor of Management, University of Utah

1959 book release:

The Motivation to Work


Focuses on a particular motivation theory
which based his future publications.

1968 publication on motivation:

One More Time,


How Do You Motivate Employees?
1.2 million reprints in 1987
Most requested article from Harvard Business Review

One question:

The Motivation to Work


1959
Motivation study

Interview

Accountants

Engineers

Pittsburgh

Think of the time


when you felt
exceptionally good, or
exceptionally bad
about your job; either
your present job or
any other job you have
had...
Tell me what
happened.

Two unique sets of results


I like my job!
Achievement
Recognition
Nature of work
Responsibility and
advancement

I dont like my job!


Company policy
Bad administration
Incompetent supervisor
Poor working condition

Two-factor motivation
Motivators
Promote

Job content

The absence of these conditions


doesn't necessarily dissatisfy.
But when present, they build
strong levels of motivation that
result in good job performance.

Recognition
Achievement
Possibility of Growth
Advancement
Responsibility
Work itself

Improve

--------------------------Salary, Interpersonal
Hygiene factors
Relation (supervisor,
Job context
subordinate, peers),
Supervision, Company
The presence of these conditions
Policy & Administration,
to the satisfaction of the employee
Working Conditions
doesn't necessarily motivate,
but their absence results in
Factor in personal life,
dissatisfaction.
Status
Job security
Hygiene factors are merely a launch pad - when damaged or
undermined we have no platform, but in themselves they do not
motivate.
The contrast is true for motivators.

Criticism, Response & Implications

Methodology & Sample Size


Vrooms Criticism (Ego defences)
View on Salary/Money
Ignores Individuality

Motivation & Movement

Does Herzbergs Motivation Theory has staying


power?

Practical Implications

EXPECTANCY
THEORY

Expectancy Theory
Proposed by Victor Vroom in 1964.
Individuals are motivated on the basis that they believe if
they work at a certain level they would be rewarded
according to their expectations (Behling & Starke, 1973).

Three Elements
Expectancy: it is the view that if a person puts in
enough effort in the task then they can achieve the
desired goal and the performance level they have set
(EP)
Instrumentality: it is the belief that if the person
achieves the performance expectations then they will
get their desired or anticipated rewards (PR) .
Valence: it is the value or the significance that the
reward has for the person (Scholl, 2016). A valence can
be positive and negative.

Motivation is the result of multiplication of all these three elements.

Criticism of the Theory


It is viewed that expectancy theory only explains the
motivational process and does not look into how motivational
decisions are made (Luthans, 1998).
Some critics like Shermerhorn & Hunt (2002) are of the view
that the multiplier effect that the theory suggests is questionable
The quantification of the elements: expectancy, instrumentality
and valence may be difficult or at times impossible to calculate
The theory also falls weak when it does not considers the fact
that employees may be more interested in intrinsic reward than
extrinsic rewards (Bagga & Parijat, 2014).

Practical Implications
Employers can use the theory to:
devise reward programs.
improve employees performance through this theory.
more dynamic and challenging jobs .
employers must make sure that the performance
appraisal system is sound.
that motivation will contribute to the performance of
employees.

Research Gap
What is mainly needed in terms of theoretical
development in the area of motivation?
There is need for more integration that means
various approaches need to be studied in
integration
There is major need to develop and test
contingency type of models of motivation.
There is also more need to study how group
processes affect motivations, as the nature of jobs
is now changing (Mitchell, 1982).

MOTIVATION &
PSYCHOLOGICAL
CONTRACT

Motivation & Psychological Contract


EXAMPLES
DISCLAIMER:
This is a work of fiction. Names, characters,
businesses, places, events and incidents are
either the products of the author's imagination or
used in a fictitious manner. Any resemblance to
actual persons, living or dead, or actual events is
purely coincidental.

Motivation & Psychological Contract


EXAMPLE 1
Consider a scenario where you recently joined an
organization and during your first week some of the
major things that you experience are as under:
Your supervisor introduces you to the rules and
procedures of the organization.
Informs you how difficult the task is
Explains how difficult it is to survive &

Motivation & Psychological Contract


EXAMPLE 1
On Monday you are told
The Purpose is not to SCARE you But You should
be SCARED
On Tuesday you are told
The Purpose is not to SCARE you But You should
be SCARED
Same thing goes on for the whole week

Motivation & Psychological Contract


EXAMPLE 1
What type of Psychological contract will be
formed? (+ve or ve) Or what will be the impact
on any existing PC?
What will be the motivation level here?

Motivation & Psychological Contract


EXAMPLE 2
Your supervisor schedules a special training
session on Monday for all the new recruits to help
them in adjusting according to the environment
and to equip them with the skills needed for the
upcoming challenges?
But..

Motivation & Psychological Contract


EXAMPLE 2
2/3rds of the new recruits decide to remain absent
on the day of training
What type of Psychological contract will be
formed? (+ve or ve) Or how this impact the
existing PC?
What will be the motivation level here?

REWARD AND
MOTIVATION

Rewarding behavior A while expecting


behavior B

Vietnam War
Candidates Competing For Public Office
Teacher In A University

CAUSES

Fascination with objective criteria


Over emphasis on visible behavior
Emphasis on morality

Conclusion
What are the phenomena the theory seeks to address and
explain?
What are the intellectual foundations / philosophy of the
theory in question?
What are its assumptions, ontology, epistemology, and
prominent methodologies?

What are the key concepts and theoretical propositions (if


relevant) in the theory?
What does the theory propose as the task of the manager?
What are the managerial implications of the theory?
What kind of empirical work has been done to examine the
theory?
What are the main problems or challenges with the theory?
What are some directions for future research?

Q&A

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