Job Satisfaction (Cont'd)

What satisfies employees?

What are values?

• Pay
• Promotion
• Supervisor
• Coworker
• Work itself

Values are those things that people consciously or subconciously want to seek or attain

Job Satisfaction (cont'd)

What Matters Most? (Rank of items that satisfies employees)

1. Work itself
2. Supervision
3. Coworkers
4. Promotion
5. Pay

• Mild in intensity
• Lasts for an extended period of time
• Not explicitly directed at or caused by anything

• Intense
• Last for only a few minutes
• Clearly directed at (and caused by) someone or some circumstance
• Emotions are always about something!!!

Need to manage emotions to complete job duties successfully.

Ex. Waitress

• Energetic forces
  • Internal and external to the employee
  • Initiates work-related effort
  • Determines direction, intensity, and performance

Job performance = Motivation + Ability

• Produces effects readily
• Has affective consequences
• Directs cognitive processes
• Leads to ill effects when ignored
• Elicits goal oriented behavior
• Universal (applicable to all people)
• Not a derivative of other motives
• Affects a variety of behaviors
• Has implications that exceed psychological functioning

Cognitive process that employees go through when deciding how to respond.

Employee behavior is directed towards pleasure and away from pain

Ex. If I put forth effort will I perform well?

If I perform well will I receive outcomes?

Are those outcomes positive or negative?

Expectancy Theory (cont'd)

• Expectancy
• Instrumentality
• Valence

• Expectancy - If I exert alot of effort will i perform well?
• Instrumentality - If I perform well will i receive outcomes?
• Valence - Will the outcome be satisfying?

• Motivation depends on:
  • Your own beliefs and circumstances
  • What happens to other people
  • We keep score of what we get versus what others get

Goals are the primary drivers of the intensity and persistence of effort

Specific and Difficult goals = Higher Performance

The belief that a person has the capabilities needed to succeed.

People arrive at these beliefs by:

• Past accomplishments - I did it before
• Vicarious experiences - I saw Susie do it
• Verbal persuasion - My teacher told me I could
• Emotional cues - I believe I can do it

Motivation that is controlled by some contingency that depends on task performance.

Ex. Pay, bonuses, promotion

Motivation that is felt when task performance serves as its own reward

Ex. Enjoyment, Accomplishment, Knowledge Gain

• Articulated knowledge
• Expressed as words, numbers, codes, formulas
• Easily communicated

This is what we are taught

Knowledge learned only through experience

90% of knowledge in organizations

Learning by observing the link between voluntary behavior and consequences that follow it

1. (antecedent) Condition that precedes behavior (manager sets specific and difficult goal)
2. (behavior) Action performed by employee (employee meets assigned goal)
3. (consequence) Result that occurs after behavior (employee receives a bonus)

Positive outcome follows a desired behavior

Ex. Works hard and recieves promotion

Unwanted outcome is removed following a desired behavior

Ex. Employee is late/absent and pay is docked

Unwanted outcome follows an unwanted behavior

Ex. Employee views porn at work and is terminated

Removal of a consequence following and unwanted behavior

Ex. Employee tells off-color jokes and you ignore behavior and dont laugh

Contingencies of Reinforcement Matrix

• Positive reinforcement (wanted outcome, consequence added)
• Punishment (Unwanted outcome, consequence added)
• Extinction (Wanted outcome, consequence removed)
• Neg reinforcement (Unwanted outcome, consequence removed)

+/- Reinforcement increase desired behavior

Punishment and Extinction decrease unwanted behavior

• Employees observe the behavior of others
• Employees learn from what they observe
• Employees repeat what they observe

Step by step apporach to making decisions

Examines all alternatives