Beruflich Dokumente
Kultur Dokumente
Motivation Concepts:
Early Theories of Motivation
Lower Order
Needs:
External
Individuals cannot
move to the next
higher level until all
needs at the current
(lower) level are
satisfied
Must move in
hierarchical order
Extrinsic
Factors: Related
to Dissatisfaction
Intrinsic
Factors:
Related to
Satisfaction
Satisfaction
No Satisfaction
Hard to measure
TAT
Contemporary Theories of
Motivation
Goal-Setting
Self-Efficacy
Theory
Theory
Reinforcement
Theory
Cognitive Evaluation Theory
Equity Theory
Expectancy Theory
Basic Premise:
GOALS
Two primary attributes of goals in goal- setting perspective:
1.
Content of the Goal
2.
Level of Intensity in working towards it
Difficult Goals:
Focus and direct attention
Energize the person to work harder
Difficulty increases persistence
Force people to be more effective and efficient
Goals
Goals
provide benchmarks
Goals:
MeansEnds Chain
The
REWARDING
EMPLOYEE &
FEEDBACK
MONITORING &
EVALUATING
PERFORMANCE
SETTING
ORGANIZATIONS
OVERALL OBJECTIVES &
STRATEGIES
MBO
(Steps)
SETTING & ALIGNING
EMPLOYEE OBJECTIVES
ACTION PLAN:
Design &
Implementation
Implementation: Management
by Objectives
Is reward effective in
motivation?
The ability of the reward to motivate individuals
or a team to high performance depends on:
Availability
Timeliness
Performance Contingency
Durability
Equity
Visibility
Reinforcement
Types
of Reinforcement
Schedules of Reinforcement
Applications
Self-concordance
Greater confidence
Greater persistence in the face of difficulties
Better response to negative feedback (work harder)
Increasing Self-Efficacy
Enactive mastery
Most important source of efficacy
Gaining relevant experience with task or job
Practice makes perfect
Vicarious modeling
Increasing confidence by watching others perform the task
Most effective when observer sees the model to be similar
to him- or herself
Verbal persuasion
Motivation through verbal conviction
Pygmalion and Galatea effects - self-fulfilling prophecies
Arousal
Getting psyched up emotionally aroused to complete
task
Can hurt performance if emotion is not a component of
the task
Ind. differences
Information about referents
& its attractiveness
Reactions to Inequity
Factors
Overall perception
of what is fair in the
workplace.
The strength
of a tendency toTheory
act in a certain
Vrooms
Expectancy
way (or MOTIVATION) depends on the
strength of an expectation that the act will
be followed by a given outcome and on the
attractiveness of the outcome to the
individual.
Expectation/ Belief
- Effort will lead to a good
performance appraisal
-A good appraisal will lead
to organizational rewards
(bonuses, promotions, salary
hike etc. )
-Employees personal goals
will be satisfied/ met by
these rewards
MOTIVATION
P
R
Expectancy
R
PG
Expectancy
Integrating Contemporary
Motivation
Theories
Based on Expectancy Theory