Chapter Ten
Motivating
the Work Force
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Human Relations
10-1
The study of the behaviour of
individuals and groups in organizational
settings.
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The Motivation Process
Need
10-2
More money for
unexpected medical expenses
Goaldirected behaviour
Ask for a raise
Work harder to gain a promotion
Look for a higherpaying job
Steal
Need Satisfaction
More money
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Worker Satisfaction
10-3
More Older Workers Are Satisfied with
Their Current Employers
Age
% Satisfied
under age 35
58%
35 54
70%
55 and older
93%
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Source: CDB Research & Consulting from
USA Today Snapshot, October 7, 1998.
Historical Perspectives
on Employee Motivation
• Classical Theory of Motivation
(Frederick W. Taylor)
• The Hawthorne Studies
(Elton Mayo)
10-4
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Maslow’s Hierarchy of Needs
Self
Actualization
Needs
10-5
Esteem Needs
Social Needs
Security Needs
Physiological Needs
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Source: adapted from Abraham H. Maslow, “A Theory
of Human Motivation,” Psychology Review 50 (1943): 370396.
Herzberg’s TwoFactor Theory
10-6
Hygiene Factors
• Company policies
• Supervision
• Working conditions
• Salary
• Security
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Motivational Factors
• Achievement
• Recognition
• The work itself
• Responsibility
• Advancement
Theory X and Theory Y
10-7
Theory X
Management view that assumes workers generally
dislike work and must be forced to do their jobs.
Theory Y
Management view that assumes workers like to
work and under proper conditions, employees will
seek responsibility to satisfy social, esteem, and
selfactualization needs.
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Comparison of North American,
Japanese, and Theory Z Management
Styles
10-8a
Duration of
employment
Rate of
promotion
North
American
Japanese
Relatively short Lifelong; no
term; workers
layoffs
subject to layoffs
when business
slows
Long term; layoffs
rare
Rapid
Slow
Slow
Considerable;
Amount of
specialization worker develops
expertise in one
area only
Theory Z
Minimal; worker Moderate; worker
develops expertise learns all aspects
in all aspects of the of the organization
organization
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Source: Adapted from William Ouchi, Theory Z How American Business Can Meet the
Japanese Challenge, p. 58. © 1981 by AddisonWesley Publishing Company, Inc.
Reprinted by permission of AddisonWesley Publishing Company, Inc.
Comparison of North American,
Japanese, and Theory Z Management
Styles
North
American
10-8b
Decision
making
Individual
Japanese
Theory Z
Consensual; input Consensual; emphasis
from all concerned on quality
parties is
considered
Responsibility Assigned to the
individual
Shared by the
group
Assigned to the
individual
Control
Explicit and
formal
Less explicit and
less formal
Informal but with
explicit performance
measures
Concern for
workers
Focus is on work Focus extends to
Focus includes worker's
only
worker's whole life life and family
© 2003 McGrawHill Ryerson Limited
Source: Adapted from William Ouchi, Theory Z How American Business Can Meet the
Japanese Challenge, p. 58. © 1981 by AddisonWesley Publishing Company, Inc.
Reprinted by permission of AddisonWesley Publishing Company, Inc.
Other Theories of Motivation
10-9
What I
get back
What I
put in
Equity Theory
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Can I get it?
Do I want it?
Expectancy Theory
Job Design Strategies
10-10a
Job Rotation
Job enlargement
Job enrichment
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Exposes employees to a variety
of tasks as they move from one
job to another.
Teaches employees new tasks
in their present job.
Gives employees more control
and authority in their present
job, along with additional tasks.
Job Design Strategies
10-10b
Flexible
scheduling
strategies
Allow employees to work schedules
other than the traditional 40hourper
week 9to5 job to accommodate
their personal needs.
Management
by objectives
Involves employees in their own goal
setting process; they set their own
objectives, are evaluated, and receive
rewards based on their achievement of
those objectives.
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Flextime, Showing Core
and Flexible Hours
10-11
Core
Time
Possible
Start
Times
Possible
End
Times
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Steps in Management
by Objectives
10-12
Individuals negotiate
or are assigned a set
of objectives to achieve
within a specified
period of time.
Individuals are
evaluated periodically
to see how they are
doing.
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Individuals are
rewarded on the basis
of how close they
come to achieving
their stated goals.
Favorite Techniques by CEOs
for Staying Motivated
10-13
Finding a new challenge inside
the business
Exercising
Finding a new challenge outside
the business
Taking time off
Praying
Listening to a motivational audiotape
Attending a motivational speech
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63.9%
8.5%
6.0%
3.9%
3.2%
2.8%
1.8%
Source: “How Entrepreneurs Stay Motivated,”
Inc., March 1998, p. 94.
Why Workers Don’t
Show Up
10-14
Stress
Reasons For
Absence
Entitlement Mentality
1995
Family Issues
1998
Personal Needs
Personal Illness
0
10
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20
Percent
30
40
Source: “Why Workers Don’t Show Up,”
Business Week, November 16, 1998, p. 8.
Road Warrior Stress
10-15
One in four business professionals say their stress is
raised by business travel. Travelers who say these
cause stress on the road:
Time away from family
75%
63%
Work piling up
Keeping up with email, faxes,
voice mail
Arranging personal business
46%
46%
38%
Travel logistics
20%
Preparing expense report
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Source: USA Today, September 21, 1998, B1.
Solve the Dilemma
10-16
a. Which motivational theories are in use at St.
Lawrence?
b.
What is the value of getting employees to
compete against a goal instead of against one
another?
c.
Put yourself in the shoes of one of the four
regional sales managers and argue against
potential cutbacks to the motivational program.
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Explore Your Career Options
10-17
What are some of the considerations that
you will evaluate in deciding where to
take your first job? How would you go
about assessing offers in Victoria,
British Columbia versus Winnipeg,
Manitoba?
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Ethics & Diversity
1018
1.
2.
3.
4.
5.
Is DaSilva warranted in requiring only English
being spoken?
Is the B.C. crew defensible in their insistence on
using their language on and off the job?
What could happen if this matter is not resolved
quickly?
What basis does DaSilva have to demand the use
of English?
What are the goals of the company and how does
this matter help or hinder the attainment of these
goals?
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Additional Discussion
Questions and Exercises
10-19
1. What is meant by the equity theory? How can the equity
theory guide managers in dealing with subordinates?
2. In what areas are the typical North American management
style and the typical Japanese style different?
3. What is the main purpose of offering flexible scheduling
strategies for employees?
4. What was the importance of Frederick W. Taylor’s and
Elton Mayo’s studies to human relations?
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Chapter 10 Quiz
10-20a
1. Which of the following employeemotivation theories is most similar to
Japanese management styles?
a. Theory X
b. Theory Y
c. Theory Z
d. Frederick Taylor’s theory
2. Which of the following is most likely to result in less than 40 hours of
employment?
a. compressed workweek
b. management by objectives
c. flextime
d. job sharing
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Chapter 10 Quiz
10-20b
3. Which of Maslow’s hierarchy of basic needs is first to be satisfied?
a. physiological needs
b. security needs
c. esteem needs
d. selfactualization needs
4. The inner drive that directs behavior toward goals is known as
a. motivation.
b. need.
c. objective.
d. morale.
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