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TOPIC 7: Motivation, Satisfaction, & Performance ( Defining…

- - - - High achievers will succeed if: ‘set clear expectations
         provide opportunities for followers to set and achieve work-related goals’
         provide resources for goal achievement
         give timely, comprehensive and accurate feedback (Hughes, Ginnett & Curphy 2015, p.
        346).
    - - The motivational effect of goals can be strengthened by:  setting goals that are ‘both specific and difficult’ (but not too difficult to discourage effort)
         eliciting commitment through gaining participation in goal setting
         providing feedback about goal attainment (Hughes, Ginnett & Curphy 2015, pp. 346–347).
      - Positive expectations often lead to positive outcomes (Pygmalion Effect) while negative expectations often lead to negative outcomes (Golem Effect) (Hughes, Ginnett & Curphy 2015, p. 349).
    - - Leaders should undertake the following activities if they are going to employ 'operant' principle: ‘Clearly specify what behaviours are important’.
         ‘Determine if those behaviours are currently being punished, rewarded, or ignored’.
         ‘Find out what followers actually find rewarding and punishing’.
         ‘Be wary of creating perceptions of inequity when administering individually tailored
        rewards’.
         Do not limit yourself ‘to administering organisationally sanctioned rewards and
        punishments’.
         ‘Administer rewards and punishments in a contingent manner wherever possible’
        (Hughes, Ginnett & Curphy 2015, p. 353).
    - - There are ‘three macro psychological components’ that ‘underlie empowerment’ which are:‘motivation
         learning
         stress’ (Hughes, Ginnett & Curphy 2015, p. 357).
      - ‘There are four micro components of empowerment’, which are: ‘self-determination
         meaning
         competence
         influence’ (Hughes, Ginnett & Curphy 2015, p. 358).