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Motivation, Satisfaction, and Performance: Enhancing Leadership Through Theory Implementation

This chapter explores the links between leadership, satisfaction, motivation, and performance. It discusses major theories and research on motivation and satisfaction, as well as strategies leaders can use to enhance follower motivation and satisfaction.

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Motivation, Satisfaction, and Performance: Enhancing Leadership Through Theory Implementation

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  1. Chapter 14 Motivation, Satisfaction, and Performance

  2. Chapter Goals • The goal of this chapter is to explain these three key areas: (1) the links between leadership, satisfaction, motivation, and performance; (2) the major theories and research for motivation and satisfaction; and (3) what leaders can do to enhance the motivation and satisfaction of their followers if they implement these different theories.

  3. Motivation • Motivation is anything that provides direction, intensity, and persistence to behavior.

  4. Performance • Performance concerns those behaviors directed toward the organization’s mission or goals, or the products and services resulting from those behaviors.

  5. Job satisfaction • Job satisfaction deals with one’s attitudes or feelings about the job itself, pay, promotion, or educational opportunities, supervision, co-workers, workload, and so on.

  6. Three Major Needs Theories • Maslow’s Hierarchy of Needs • ERG Theory • Herzberg’s Two-Factor Theory

  7. Individual Difference • Achievement orientation • Intrinsic motivation

  8. Three Cognitive Theories • Goal Setting • Expectancy Theory • ProMES

  9. Situational Approaches • Job Characteristics Model • Operant Model

  10. Leadership practitioners should be aware of several important findings regarding global and facet satisfaction: • People are generally very happy with their vocation or occupation. • Persons with longer tenure or in higher positions tend to have higher global and facet satisfaction ratings than those new or lower in the organization.

  11. Leadership practitioners should be aware of several important findings regarding global and facet satisfaction: Cont. • Persons in higher positions tend to have ratings when evaluating their compensation than those in lower positions. • People who are happier with their jobs also tend to have higher life satisfaction ratings.

  12. Three Theories of Job Satisfaction • Affectivity • Equity Theory • Organizational Justice

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