The document discusses various theories of motivation including Maslow's hierarchy of needs, expectancy theory, equity theory, goal setting theory, and reinforcement theory. It examines both intrinsic and extrinsic rewards and how they can be used to motivate employees. The importance of motivation in management is also addressed as motivating employees leads to better teamwork, productivity, and overall business success.
MOTIVATION may be defined as the process of activating behavior, sustaining it, and directing it toward a particular goal. Motivation moves people to act and accomplish.
Diversity In Organizations | Diversity Management | Surface-Level Diversity |...FaHaD .H. NooR
Describe the two major forms of workforce diversity
Identify the key biographical characteristics and describe how they are relevant to OB
Recognize stereotypes and understand how they function in organizational settings
Define intellectual ability and demonstrate its relevance to OB
Contrast intellectual from physical ability
Describe how organizations manage diversity effectively
MOTIVATION may be defined as the process of activating behavior, sustaining it, and directing it toward a particular goal. Motivation moves people to act and accomplish.
Diversity In Organizations | Diversity Management | Surface-Level Diversity |...FaHaD .H. NooR
Describe the two major forms of workforce diversity
Identify the key biographical characteristics and describe how they are relevant to OB
Recognize stereotypes and understand how they function in organizational settings
Define intellectual ability and demonstrate its relevance to OB
Contrast intellectual from physical ability
Describe how organizations manage diversity effectively
This chapter is very essential for those who are studying OB and as well has a huge importance for everyone else. Attitude is what makes someone successful and someone else unsuccessful. attitude is defined as evaluative statements- either favorable or unfavorable- concerning people, things, objects etc.while job satisfaction is a positive feeling about one's job.
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Disclaimer: the slide is credited to the owner John Christian Villanueva, Staff Nurse at Dr. Gloria D. Lacson General Hospital. some was modified by the uploader. This chapter deals with Stress and Counseling.
This chapter is very essential for those who are studying OB and as well has a huge importance for everyone else. Attitude is what makes someone successful and someone else unsuccessful. attitude is defined as evaluative statements- either favorable or unfavorable- concerning people, things, objects etc.while job satisfaction is a positive feeling about one's job.
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Disclaimer: the slide is credited to the owner John Christian Villanueva, Staff Nurse at Dr. Gloria D. Lacson General Hospital. some was modified by the uploader. This chapter deals with Stress and Counseling.
வெற்றி = பணம் என்று வாதத்திற்கு ஒப்புக் கொண்டால்
அந்த பணத்தை அடைய CASH என்பதிற்கு பதிலாக KASH என்பதை
நீங்கள் வளர்த்தல் வேண்டும்.
அது என்ன KASH ?
K = KNOWLEDGE = அறிவு
A = ATTITUDE = மனப்பான்மை
S = SKILL = திறமை
H = HABIT = பழக்கம்
இவை தான் உங்கள் வெற்றியை தீர்மானிக்கும் .
ஏன்? எதற்கு? எங்கே? எப்பொழுது?
ஏன்?
உங்கள் வியாபார வளர்சிக்கு தேவையான தொழில் வளக்கலை.
எதற்கு?
1.விற்பனை அதிகரிக்க.....
2.மார்க்கெட்டிங் துறை சார்ந்த அனைத்து பிரச்சனைகளுக்கும் சரியான வழிகாட்டுதல்.
3.புதிய தயாரிப்புகளை சந்தைபடுத்த தேவையான ட்ரைனிங் .......
4.உங்கள் தயாரிப்புகளுக்கு தனி ப்ரண்ட் அங்கிகாரம் பெற தேவையான ட்ரைனிங் ....
5.ஸ்டார்ட் அப் தொழில் அமைப்புகளுக்கு தங்கள் தயாரிப்புகள் மார்க்கெட்டிங் செய்ய தேவையான அனைத்து மார்க்கெட்டிங் ட்ரைனிங் நாங்கள் உங்களுக்கு தருகிறோம்.
மனிதவளத்துறை சார்ந்த வழிகாட்டுதல்.
செயல் திறன் மேம்பாடு ஒன்று மட்டுமே உங்கள் தொழில் வெற்றிக்கு வழிவகுக்கும்.
1. நீங்கள் யார் உங்களுக்குள் இருக்கும் பிரச்சனைகளுக்கு சரியானவழிகாட்டுதல்.
2.உங்கள் முடிவு எடுக்கும் முறை ஒழுங்குபடுத்த
3.உங்கள் தாழ்வு மனப்பான்மை மாற
4.உங்கள் வியாபார வெற்றிக்கு தேவையான அனைத்து ட்ரைனிங் எங்களிடம் உள்ளது.
எங்கே?
உங்களுக்கா உங்களிடத்தில்.
எப்பொழுது?
உங்கள் வெற்றிக்கான நாளை நீங்களே தீர்மானியுங்கள்.
நாளைய அறிவு இன்றய வெற்றி.
அணுகவும்
கௌசிகா கன்சல்டண்சி ர.ராஜாராம் - 9865118262
kowshikaa2009@gmail.com
See4 RIPE vs RIPE NCC from the beginning to after the NTIA transitionHans Petter Holen
Walking trough the history of RIPE and RIPE NCC, the CRISP proposal and how the values of RIPE with bottom-up, open and inclusive is reflected in the proposal. Simply speaking we move from a structure where the IANA operator operates under a contract with the US Governments to a structure where the IANA Numbering Services operator would operate under a contract with the RIRs as mandated by, and under oversight of, their members and communities.
வெற்றி = பணம் என்று வாதத்திற்கு ஒப்புக் கொண்டால்
அந்த பணத்தை அடைய CASH என்பதிற்கு பதிலாக KASH என்பதை
நீங்கள் வளர்த்தல் வேண்டும்.
அது என்ன KASH ?
K = KNOWLEDGE = அறிவு
A = ATTITUDE = மனப்பான்மை
S = SKILL = திறமை
H = HABIT = பழக்கம்
இவை தான் உங்கள் வெற்றியை தீர்மானிக்கும் .
ஏன்? எதற்கு? எங்கே? எப்பொழுது?
ஏன்?
உங்கள் வியாபார வளர்சிக்கு தேவையான தொழில் வளக்கலை.
எதற்கு?
1.விற்பனை அதிகரிக்க.....
2.மார்க்கெட்டிங் துறை சார்ந்த அனைத்து பிரச்சனைகளுக்கும் சரியான வழிகாட்டுதல்.
3.புதிய தயாரிப்புகளை சந்தைபடுத்த தேவையான ட்ரைனிங் .......
4.உங்கள் தயாரிப்புகளுக்கு தனி ப்ரண்ட் அங்கிகாரம் பெற தேவையான ட்ரைனிங் ....
5.ஸ்டார்ட் அப் தொழில் அமைப்புகளுக்கு தங்கள் தயாரிப்புகள் மார்க்கெட்டிங் செய்ய தேவையான அனைத்து மார்க்கெட்டிங் ட்ரைனிங் நாங்கள் உங்களுக்கு தருகிறோம்.
மனிதவளத்துறை சார்ந்த வழிகாட்டுதல்.
செயல் திறன் மேம்பாடு ஒன்று மட்டுமே உங்கள் தொழில் வெற்றிக்கு வழிவகுக்கும்.
1. நீங்கள் யார் உங்களுக்குள் இருக்கும் பிரச்சனைகளுக்கு சரியானவழிகாட்டுதல்.
2.உங்கள் முடிவு எடுக்கும் முறை ஒழுங்குபடுத்த
3.உங்கள் தாழ்வு மனப்பான்மை மாற
4.உங்கள் வியாபார வெற்றிக்கு தேவையான அனைத்து ட்ரைனிங் எங்களிடம் உள்ளது.
எங்கே?
உங்களுக்கா உங்களிடத்தில்.
எப்பொழுது?
உங்கள் வெற்றிக்கான நாளை நீங்களே தீர்மானியுங்கள்.
நாளைய அறிவு இன்றய வெற்றி.
அணுகவும்
கௌசிகா கன்சல்டண்சி ர.ராஜாராம் - 9865118262
kowshikaa2009@gmail.com
Do's and Dont's for Your 341 Meeting of CreditorsJoe Pioletti
When you file a bankruptcy case, you will be required to attend the First Meeting of Creditors. Take note of the things you should or should not do for your First Meeting of Creditors in Illinois.
வெற்றி = பணம் என்று வாதத்திற்கு ஒப்புக் கொண்டால்
அந்த பணத்தை அடைய CASH என்பதிற்கு பதிலாக KASH என்பதை
நீங்கள் வளர்த்தல் வேண்டும்.
அது என்ன KASH ?
K = KNOWLEDGE = அறிவு
A = ATTITUDE = மனப்பான்மை
S = SKILL = திறமை
H = HABIT = பழக்கம்
இவை தான் உங்கள் வெற்றியை தீர்மானிக்கும் .
ஏன்? எதற்கு? எங்கே? எப்பொழுது?
ஏன்?
உங்கள் வியாபார வளர்சிக்கு தேவையான தொழில் வளக்கலை.
எதற்கு?
1.விற்பனை அதிகரிக்க.....
2.மார்க்கெட்டிங் துறை சார்ந்த அனைத்து பிரச்சனைகளுக்கும் சரியான வழிகாட்டுதல்.
3.புதிய தயாரிப்புகளை சந்தைபடுத்த தேவையான ட்ரைனிங் .......
4.உங்கள் தயாரிப்புகளுக்கு தனி ப்ரண்ட் அங்கிகாரம் பெற தேவையான ட்ரைனிங் ....
5.ஸ்டார்ட் அப் தொழில் அமைப்புகளுக்கு தங்கள் தயாரிப்புகள் மார்க்கெட்டிங் செய்ய தேவையான அனைத்து மார்க்கெட்டிங் ட்ரைனிங் நாங்கள் உங்களுக்கு தருகிறோம்.
மனிதவளத்துறை சார்ந்த வழிகாட்டுதல்.
செயல் திறன் மேம்பாடு ஒன்று மட்டுமே உங்கள் தொழில் வெற்றிக்கு வழிவகுக்கும்.
1. நீங்கள் யார் உங்களுக்குள் இருக்கும் பிரச்சனைகளுக்கு சரியானவழிகாட்டுதல்.
2.உங்கள் முடிவு எடுக்கும் முறை ஒழுங்குபடுத்த
3.உங்கள் தாழ்வு மனப்பான்மை மாற
4.உங்கள் வியாபார வெற்றிக்கு தேவையான அனைத்து ட்ரைனிங் எங்களிடம் உள்ளது.
எங்கே?
உங்களுக்கா உங்களிடத்தில்.
எப்பொழுது?
உங்கள் வெற்றிக்கான நாளை நீங்களே தீர்மானியுங்கள்.
நாளைய அறிவு இன்றய வெற்றி.
அணுகவும்
கௌசிகா கன்சல்டண்சி ர.ராஜாராம் - 9865118262
kowshikaa2009@gmail.com
NaviSolutions, de ERP oplossing voor uw groei!IT Solutions
Met NaviSolutions kiest u voor een oplossing op basis van Microsoft Dynamics NAV die u nét die (ERP) functies geeft die u nodig heeft om te groeien!
Voor groothandel en distributie: http://awa.li/1OdrvxR
Voor service en herstelbedrijven: http://awa.li/1V3f1xz
வெற்றி = பணம் என்று வாதத்திற்கு ஒப்புக் கொண்டால்
அந்த பணத்தை அடைய CASH என்பதிற்கு பதிலாக KASH என்பதை
நீங்கள் வளர்த்தல் வேண்டும்.
அது என்ன KASH ?
K = KNOWLEDGE = அறிவு
A = ATTITUDE = மனப்பான்மை
S = SKILL = திறமை
H = HABIT = பழக்கம்
இவை தான் உங்கள் வெற்றியை தீர்மானிக்கும் .
ஏன்? எதற்கு? எங்கே? எப்பொழுது?
ஏன்?
உங்கள் வியாபார வளர்சிக்கு தேவையான தொழில் வளக்கலை.
எதற்கு?
1.விற்பனை அதிகரிக்க.....
2.மார்க்கெட்டிங் துறை சார்ந்த அனைத்து பிரச்சனைகளுக்கும் சரியான வழிகாட்டுதல்.
3.புதிய தயாரிப்புகளை சந்தைபடுத்த தேவையான ட்ரைனிங் .......
4.உங்கள் தயாரிப்புகளுக்கு தனி ப்ரண்ட் அங்கிகாரம் பெற தேவையான ட்ரைனிங் ....
5.ஸ்டார்ட் அப் தொழில் அமைப்புகளுக்கு தங்கள் தயாரிப்புகள் மார்க்கெட்டிங் செய்ய தேவையான அனைத்து மார்க்கெட்டிங் ட்ரைனிங் நாங்கள் உங்களுக்கு தருகிறோம்.
மனிதவளத்துறை சார்ந்த வழிகாட்டுதல்.
செயல் திறன் மேம்பாடு ஒன்று மட்டுமே உங்கள் தொழில் வெற்றிக்கு வழிவகுக்கும்.
1. நீங்கள் யார் உங்களுக்குள் இருக்கும் பிரச்சனைகளுக்கு சரியானவழிகாட்டுதல்.
2.உங்கள் முடிவு எடுக்கும் முறை ஒழுங்குபடுத்த
3.உங்கள் தாழ்வு மனப்பான்மை மாற
4.உங்கள் வியாபார வெற்றிக்கு தேவையான அனைத்து ட்ரைனிங் எங்களிடம் உள்ளது.
எங்கே?
உங்களுக்கா உங்களிடத்தில்.
எப்பொழுது?
உங்கள் வெற்றிக்கான நாளை நீங்களே தீர்மானியுங்கள்.
நாளைய அறிவு இன்றய வெற்றி.
அணுகவும்
கௌசிகா கன்சல்டண்சி ர.ராஜாராம் - 9865118262
kowshikaa2009@gmail.com
A summary of theories about work motivation as they relate to behaviour in meetings. Part of a module on Workshop Facilitation on MSc Agile Software Projects
This slideshow was used to present the topic during our online class in the graduate school. The presenter does not claim any ownership of the contents of the slide show.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
5. Defining Motivation
• Motivation – the process that accounts for an
individual’s intensity, direction, and
persistence of efforts toward attaining a goal.
Key Elements:
• Intensity – how hard a person tries
• Direction – toward beneficial goal
• Persistence – how long a person tries
6. IMPORTANCE IN MANAGEMENT
“MOTIVATE PEOPLE TOWARDS EXCELLENT
PERFORMANCE! IT IS THE PRIMARY TASK OF MANAGERS.”
Similarly, motivation is important to a business as:
• The more motivated the employees are, the more
empowered the team is.
• The more is the team work and individual employee
contribution, more profitable and successful is the
business.
• During period of amendments, there will be more
adaptability and creativity.
• Motivation will lead to an optimistic and challenging
attitude at work place.
7.
8. REWARDS AND INCENTIVES
• Rewards and incentives in the workplace
have benefits for both employees and
employers. When recognized for stellar
performance and productivity, employees
have increased morale, job satisfaction
and involvement in organizational
functions. As a result, employers
experience greater efficiency and an
increase in sales and productivity.
Through workplace rewards and
incentives, employers and workers enjoy
a positive and productive work
environment.
9. INTRINSIC REWARD
• Intrinsic rewards are the non-physical rewards.
• They cannot be seen or touched but are
emotionally connected with the employees. In
other words, intrinsic rewards can be defined as
the feeling of contentment one finds in
completion of any task.
• Intrinsic reward is directly related to job
performance as a successful task automatically
produces it. Higher the success rate, higher will
be the rate of intrinsic rewards one receives.
10. • Different people have different
perception and therefore, there are
various forms of intrinsic rewards,
some of which are:
EXAMPLES:
Sense of achievement
Words of praise from the seniors
Recognition
Taking pride from the job
Work freedom or autonomy
11. EXTRINSIC REWARD
• Extrinsic rewards are the physical ones that come
from an external source (employers) only. A
properly designed extrinsic reward can also be
emotionally attached with the employees as
employees value such rewards.
• An extrinsic reward is also directly related to job
performance of the employees but it is necessary
that employees receive reward every time they
accomplish the task. It depends upon the policy of
the company.
• There are various ways a company can choose to
reward its employees. Some examples of extrinsic
rewards are:
12. EXAMPLES OF EXTRINSIC REWARD
• Pay
• Bonus or commission
• Fringe benefits
• Improved working condition
• Promotion
• Profit sharing
13.
14. NEED THEORY
• David McClelland’s Theory of Needs
– Need for Achievement – the drive to excel,
to achieve in relation to a set of standards,
to strive to succeed
– Need for Power – the need to make others
behave in a way that they would not have
behaved otherwise
– Need for Affiliation – the desire for friendly
and close personal relationships
15. MASLOW HIERARCHY OF NEEDS
• There is a hierarchy of five needs-
physiological, safety, social, esteem,
and self actualization; as each need is
substantially satisfied, the net need
becomes dominant.
• Self-actualization
– The drive to become what one is capable
of becoming.
16. A SATISFIED NEED IS NO LONGER A MOTIVATOR.
AS ONE NEED IS SATISFIED, ANOTHER NEED
EMERGES
17. NEED SATISFACTION APPROACH TO
MOTIVATION
INTERNAL NEEDS BEHAVIOR OUTCOME
NEEDS SATISFACTION
WE SATISFY THEIR NEEDS BECAUSE THEY BEHAVE
IN ORDER TO SATISFY THEIR NEEDS
18. THE ERG THEORY
• There are three groups of core needs:
Existence, Relatedness, and Growth.
CORE NEEDS CONCEPTS
EXISTENCE – PROVISION OF
BASIC MATERIAL
REQUIREMENTS
RELATEDNESS – DESIRE FOR
RELATIONSHIP
GROWTH – DESIRE FOR
PERSONAL DEVELOPMENT
“MORE THAN ONE NEED CAN
BE OPERATIVE AT THE SAME
TIME.”
“IF A HIGHER-LEVEL NEED
CANNOT BE FULLFILLED, THE
DESIRE TO SATISFY A LOWER
LEVEL NEED INCREASES.”
19. EQUITY THEORY
• Individuals compare their job inputs
and outcomes with those of others and
then respond to eliminate any
inequities.
• Choices for dealing with inequity:
– Change inputs (slack off)
– Change outcomes (increase output)
– Distort/change perceptions of others
– Choose a different referent person
– Leave the field (quit the jobs)
20. • Propositions relating to inequitable
pay:
–Over rewarded hourly employees
produce more than equitably
rewarded employees.
–Over rewarded piece-work employees
produce lower quality work.
–Under rewarded employees produce
larger quantities of lower-quality
piece work than equitably rewarded
employees
21. • Distributive Justice
–Perceived fairness of the amount and
allocation of rewards among
individuals.
• Procedural Justice
–The perceived fairness of the process
to determine the distribution of
rewards.
22. EXPECTANCY THEORY
• Employee’s motivation is an outcome
of how much an individual wants a
reward (valence), the assessment that
the likelihood that the effort will lead to
expected performance (expectancy)
and the belief that the performance will
lead to reward (instrumentality)
23. VALENCE
• Is the significance associated by an
individual about the expected outcome.
It is an expected and not the actual
satisfaction that an employee expects to
receive after achieving the goals.
24. EXPECTANCY
(performance expectancy)
• Is the faith that better efforts will result in
better performance
Expectancy is influenced by factors such as
possession of appropriate skills for
performing the job. Availability of right
resources, availability of crucial information
and getting the required support for
completing the job.
25. INSTRUMENTALITY
(reward expectancy)
• Is the faith that if you perform well, then a
valid outcome will be the result.
Instrumentality is affected by factors such
as believe in people who decide who
receives what outcomes are, the simplicity
of the process deciding who gets what
outcomes, and clarity of relationship
between performance and outcomes.
26. EXPECTANCY THEORY RELATIONSHIPS
REWARDS-PERSONAL GOALS
RELATIONSHIPS
The degree to which organizational rewards satisfy an
individual’s goals or needs and the attractiveness of
potential rewards for the individual.
EFFORT-PERFORMANCE RELATIONSHIPS
The probability that exerting a given amount of effort
will lead to performance
PERFORMANCE-REWARD RELATIONSHIP
The belief that performing at a particular level will
lead to the attainment of a desired outcome.
27. EFFORT PERFORMANCE REWARD
Perceived effort –
performance
probability
Perceived
Performance
Reward probability
Perceived
value
Of reward
“If I work hard,
will I get the job
done?”
“What rewards will
I get when the job
is well done?”
“What rewards
do I value?”
28. Managerial Implications of Expectancy
Theory
People exert
work effort
Task
Performance
To achieve And realize Work-related
outcomes
EXPECTANCY
Select capable workers,
train them, support
them and set clear goals
INSTRUMENTALITY
Clarity possible rewards
for performance, give
performance contingent
reward
VALENCE
Identify needs and
match rewards to needs
29. Advantage of Expectancy Theory
It is based on self-interest individual who want
to achieve maximum satisfaction and who
wants to minimize dissatisfaction.
This theory stresses upon the expectations and
perception
It emphasizes on rewards or pay-offs
It focuses on physiological extravagance where
final objective of individual is to attain
maximum pleasure and least pain.
30. Limitations of Expectancy Theory
The expectancy theory seems to be
idealistic because quite a few individuals
perceive high degree correlation between
performance and rewards.
The application of this theory is limited as
reward is not directly correlated with
performance in many organizations. It is
related to other parameters also such as
position, effort, responsibility, education,
etc.
31. GOAL SETTING THEORY
• The famous goal setting theory was put forward by
Dr. Edwin Locke in the late 1960’s. Linking goals to
performance.
• According to this theory – the individuals are
motivated when they behave in ways that move
them to certain goals they can expect to attain.
• Goals should be acceptable by the individual as
long as they are accepted, demanding goals lead
to better performance than easy goals.
32. GOAL SETTING
• Is the process of developing, negotiating,
and formulating the targets or objectives
that a person is responsible for
accomplishing.
33. GOALS SHOULD BE SPECIFIC,
MEASURABLE AND TIME-BOUNDED
• Goals such as “Become a top sales” or “Sell as
many products as I can” are to vague and
therefore have no effect on motivation.
Instead, you should set more specific goals.
Specific means quantitative.
“Sell 500 products per month” This is a specific
target, you will use specific result as a source of
motivation and you will perform better.
34. GOALS SHOULD BE CHALLENGING
• Make each goal a challenge to you. If the
goal is easily achievable, without difficulty, it
is not very motivational.
• Hard goals are more motivating than easy
goals, because when your are challenging a
goal, you will try your best and generate
enough enthusiasm to get it done.
35. GOALS SHOULD BE ACHIEVABLE
• If the goals are not realistic for you to
achieve, you may lose confidence in the
end. So, when you set a goal, make sure
you can achieve it.
• The goal should be challenging and
difficult, and you believe that you can
achieve it too.
36. Management By Objectives
(MBO)
Is an approach whereby individuals in an
organization pursue objectives which are
mutually set and agreed upon by them and
their respective managers in a determined
time period.
Performance reviews are made to
monitor the progress by which objectives
are achieved. Rewards are also given
accordingly.
37.
38. MBO Work Process
SUPERVISOR
SUBORDINATE
Jointly establish
Performance goals:
Subordinates
actively
participates in
developing
performance goals
Individually act:
Subordinates
perform tasks while
supervisor coaches
and provides
support
Jointly evaluate
results and recycle
MBO process
Subordinates
actively
participates in
performance
review
39. JOB DESIGN
• The process through which managers plan
and specify job tasks and the work
arrangements that allow them to be
accomplished.
40. JOB DESIGN GOALS
• To meet the organizational requirement such as
higher productivity, operational efficiency, quality
of product / service.
• To satisfy the needs of the individual employees
like interest, challenges, achievement or
accomplishment.
• Integrate the needs of the individual with the
organizational requirement.
41. Engineering Approach
• The work of every workman is fully planned
out by the management at least one day in
advance. Each employee receives in most
cases written instructions, describing in detail
the task which they must accomplish.
• Problem with this approach: Repetition
mechanical pacing – no end product – little
social interaction – no input.
42. HUMAN APPROACH
• The human relations approach recognized the
need to design jobs which are interesting and
rewarding.
• Herzberg’s research popularized the notion of
enhancing need satisfaction through what is
called job enrichment
• Motivators like achievement, recognition, work
itself, responsibility, advancement and growth.
43. JOB DESCRIPTION APPROACH
• Theory by Hackman and Oldham states
that employee will work hard when they
are rewarded for the work they do and
when the work gives them satisfaction.
Hence, integration of motivation,
satisfaction, and performance with job
design is important.
44. CORE JOB DESCRIPTION
• SKILL VARIETY – the degree which job
requires a variety of activities that involve
different skills and talents.
• TASK IDENTITY – the degree to which the
job requires completion of a “whole” and an
identifiable piece of work. Job has beginning
and an end with a tangible outcome.
45. • TASK SIGNIFICANCE – the degree to which job
affects the lives or work of other people, both in
the immediate organization and in the external
environment.
• AUTONOMY – the degree to which the job allows
the individual substantial freedom, independence,
and discretion to schedule the work and determine
the procedures for carrying it out.
• FEEDBACK – the degree to which job activities
give the individual direct and clear information
about the effectiveness of his or her performance.