Motivation_Final

1. COMPARISON MODELS
- Previous discussions of motivational models have viewed the employee as an individual,
virtually independent of other employees;
- As pointed out, however, employees work in a social system in which each is dependent to
some degree on the others. Employees interact with one another on tasks and on social
occasions. They observe one another, judge one another, and make comparisons.
ANNUNCIATION COLLEGE OF BACON SORSOGON UNIT, INC.
SUBJECT: HUMAN RELATION
TOPIC: MOTIVATION
DISCUSSANT: RICHARD G. PERELONIA
PROFESSOR: MA. JEAN D. DEUDA, Ph.D

3. Attribution Model

4. Common Sense Psychology
2 Categories:

5. Correspondent Inference Theory

6. Covarience Model

7. Factors Affecting
Attribution

8. INTERPRETING MOTIVATIONAL MODEL
- All the models have strengths and weaknesses, advocates and critics. No
model is perfect, but all of them add something to our understanding of
the motivational process;
- Other models are being developed, and attempts are being made to
integrate existing approaches.
 Micromotivation Model
 Macromotivation Model

9.  Micromotivation Model
- Focuses on motivation within one individual
organization;
- A way of ensuring each employee’s motivation
levels are targeted in a manner that is specific
to that individual.

10.  Macromotivation Model
- Focuses on environmental conditions outside
the firm that influence job performance;
- Focuses on the organizational processes that
are essential to manufacturing of a product
or delivery of service.

11. Thank you…
RICHARD G. PERELONIA