These slides present the directing portion of Principles of Management which includes foundations, motivational theories, motivational techniques, leadership styles & theories, communication and barriers of communication
These slides present the directing portion of Principles of Management which includes system & process control, budgetary & non - budgetary control techniques, uses of computers and information techniques, control & performance and reporting
This upload presents the Planning part in Principles of Management that includes nature & purpose of planning, types of planning, management by objectives, policies and planning premises, strategic management, planning tools and techniques, decision making steps
These slides present the organizing part in Principles of Management that includes nature & purpose of organizing, formal and informal organization, organization chart and structure, line & staff authority, departmentalization, delegation of authority, training & development, performance management and career planning & management
The present power point presentation explains the concepts of organisation, organisational structure, definition, types of organizational structure, line organization, functional organization, Line and staff organization, Matrix organization, Committee organization, Advantages, Disadvantages
These slides present the directing portion of Principles of Management which includes system & process control, budgetary & non - budgetary control techniques, uses of computers and information techniques, control & performance and reporting
This upload presents the Planning part in Principles of Management that includes nature & purpose of planning, types of planning, management by objectives, policies and planning premises, strategic management, planning tools and techniques, decision making steps
These slides present the organizing part in Principles of Management that includes nature & purpose of organizing, formal and informal organization, organization chart and structure, line & staff authority, departmentalization, delegation of authority, training & development, performance management and career planning & management
The present power point presentation explains the concepts of organisation, organisational structure, definition, types of organizational structure, line organization, functional organization, Line and staff organization, Matrix organization, Committee organization, Advantages, Disadvantages
This slide content discusses about Introduction to Management that includes types of managers, roles of managers, evolution of management, types of business organization, organization culture, current trends and issues in management.
Topics :
Nature and purpose
Formal and informal organization
Organization chart
Organization structure -Types
Line and staff authority
Departmentalization
Delegation of authority
Centralization and Decentralization
Job Design
Human Resource Management – HR Planning, Recruitment, Selection, Training and Development, Performance Management, Career planning and management.
Principles of Management (MG 6851) Unit i AntBMaro
Topics Covered :
Definition of Management
Science or Art
Manager Vs Entrepreneur
Types of managers managerial roles and skills
Evolution of Management – Scientific, human relations , system and contingency approaches
Types of Business organization - Sole proprietorship, partnership, company-public and private sector enterprises
Organization culture and Environment
Current trends and issues in Management.
Control is the last function of management. Success or failure of planning depends on the success or failure of controlling.
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The slide provides an insight towards management activities like directing, leadership, communication, coordination and controlling. The slide also illustrates the scheduling of activities in a network and computation of critical path.
Topics :
System and process of controlling
Budgetary and non-budgetary control techniques
Use of computers and IT in Management control
Productivity problems and management
Control and performance
Direct and preventive control
Reporting
This slide content discusses about Introduction to Management that includes types of managers, roles of managers, evolution of management, types of business organization, organization culture, current trends and issues in management.
Topics :
Nature and purpose
Formal and informal organization
Organization chart
Organization structure -Types
Line and staff authority
Departmentalization
Delegation of authority
Centralization and Decentralization
Job Design
Human Resource Management – HR Planning, Recruitment, Selection, Training and Development, Performance Management, Career planning and management.
Principles of Management (MG 6851) Unit i AntBMaro
Topics Covered :
Definition of Management
Science or Art
Manager Vs Entrepreneur
Types of managers managerial roles and skills
Evolution of Management – Scientific, human relations , system and contingency approaches
Types of Business organization - Sole proprietorship, partnership, company-public and private sector enterprises
Organization culture and Environment
Current trends and issues in Management.
Control is the last function of management. Success or failure of planning depends on the success or failure of controlling.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
The slide provides an insight towards management activities like directing, leadership, communication, coordination and controlling. The slide also illustrates the scheduling of activities in a network and computation of critical path.
Topics :
System and process of controlling
Budgetary and non-budgetary control techniques
Use of computers and IT in Management control
Productivity problems and management
Control and performance
Direct and preventive control
Reporting
Human Resource Management - Prepared during the first semester of M.com in 2019 - referring texts from the library - Marian College Kuttikkanam (Autonomous).
A short notes on these
1.Maslow’s Hierarchy Needs Model
2. Herzberg’s Two Factor Theory Of Motivation
3. Theory X and Theory Y
4. McClelland’s Theory of Needs
5. Alderfer’s Erg Theory
6. Reinforcement Theory
RTMNU 4th sem MBA
Subject - TEAM DYNAMICS [ HR ]
Module 1 Summary
INTRODUCTION TO MOTIVATION
BY Jayanti Pande
#JayantiPande_slideshare
#MBA@JRP #TeamDynamicsSummary
Organizational Behaviour_MSB.pptx- Dr.M.S. Balaji, Associate Professor & Head...BBAsourashtracollege
This Poerpoint helps to provide fundamental knowledge of how individuals and groups acts within
the organization through various behavioural concepts and techniques.
Motivation is the reason for people's actions, willingness and goals. Motivation is derived from the word motive which is defined as a need that requires satisfaction.
Chapter 13 MotivationLEARNING OUTCOMESOn completing this chap.docxbartholomeocoombs
Chapter 13: Motivation
LEARNING OUTCOMES
On completing this chapter you should be able to define these key concepts. You should also understand:
· The meaning of motivation
· Types of motivation
· The different motivation theories
· Motivation and job satisfaction
· Approaches to developing a motivation strategy
Introduction
Motivation is the force that energizes, directs and sustains behaviour. High performance is achieved by well-motivated people who are prepared to exercise discretionary effort, ie independently do more than is expected of them. Even in fairly basic roles, Hunter et al (1990) found through their research that the difference in value-added discretionary performance between ‘superior’ and ‘standard’ performers was 19 per cent. For highly complex jobs it was 48 per cent. The aims of this chapter are to explore the meaning of motivation, define the two main types of motivation – intrinsic and extrinsic, describe and critically evaluate the main theories of motivation, discuss two related aspects of motivation – its relationship to job satisfaction and money, and outline approaches to motivation strategy.
The meaning of motivation
The term ‘motivation’ derives from the Latin word for movement (movere). A motive is a reason for doing something. Motivation is the strength and direction of behaviour and the factors that influence people to behave in certain ways. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants. The term ‘motivation’ can refer variously to the goals that individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behaviour. Locke and Latham (2004: 388) observed that: ‘The concept of motivation refers to internal factors that impel action and to external factors that can act as inducements to action.’
As described by Arnold et al (1991) the three components of motivation are:
1. Direction – what a person is trying to do.
2. Effort – how hard a person is trying.
3. Persistence – how long a person keeps on trying.
Well-motivated people engage in positive discretionary behaviour – they decide to make an effort. Such people may be self-motivated, and as long as this means they are going in the right direction to attain what they are there to achieve, then this is the best form of motivation. But additional motivation provided by the work itself, the quality of leadership, and various forms of recognition and reward, builds on self-motivation and helps people to make the best use of their abilities and to perform well.
Types of motivation
Intrinsic motivation
Intrinsic motivation takes place when individuals feel that their work is important, interesting and challenging and that it provides them with a reasonable degree of autonomy (freedom to act), opportunities to achieve and advance, and scope to use and develop their skills and abilities. .
Similar to Directing in principles of management (20)
The presentation is about various methods used for teaching learning process with more specific to engineering education. It also deals about concepts of OBE, methods adopted, and outcomes of methods adopted. The importance of innovative practices in engineering education is discussed in the presentation.
The presentation describes the complete energy scenario of World and India as of 2020. It also describes the prime energy sources that the entire world depends on.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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1. UNIT IV – DIRECTING
FOUNDATIONS OF INDIVIDUAL AND
GROUP BEHAVIOR
R.ArunKumar,AP/Mech,RIT
2. SYLLABUS
Foundations of individual and group behaviour – motivation –
motivation theories – motivational techniques – job satisfaction –
job enrichment – leadership – types and theories of leadership –
communication – process of communication – barrier in
communication – effective communication –communication and
IT.
R.ArunKumar,AP/Mech,RIT
3. Objective:
To perceive the concept of motivation and the process of
communication in directing.
Outcome:
The student will be able to illustrate the different theories of
motivation and leadership.
R.ArunKumar,AP/Mech,RIT
4. DIRECTING:
Directing is the process of driving entire workforce towards
objective of organization without deviation.
R.ArunKumar,AP/Mech,RIT
5. DIRECTING:
Every organization is composed of individuals.
Unless a manager understands individual’s behavior, he / she
cannot get the things done by others.
R.ArunKumar,AP/Mech,RIT
6. INDIVIDUAL BEHAVIOUR:
The various factors that leads to individual differences are
physical characteristics, personality, attitude, memory, etc.
R.ArunKumar,AP/Mech,RIT
7. IMPACT OF INDIVIDUAL BEHAVIOUR:
Few may feel comfort with rules, few may not.
Few may prefer democratic leaders and few may autocratic
leaders.
Few may enroll themselves in an union, some may don't.
Expectations of wages also differ.
R.ArunKumar,AP/Mech,RIT
8. BEHAVIORAL MODELS:
1. Rational economic models:
F.W. Taylor, Henri Fayol, Adam Smith have used this model.
Individual evaluates various courses of any actions in terms of
economic benefits.
Higher the doses of economic incentives, higher will be the
output.
R.ArunKumar,AP/Mech,RIT
9. BEHAVIORAL MODELS:
2. Organization man models:
Whilliam Whyte propounded this model.
This model proposes that group is the source of creativity for
individuals.
Individual produces more when he has to coordinate with
others.
R.ArunKumar,AP/Mech,RIT
10. BEHAVIORAL MODELS:
3. Social man:
Social man concept expresses that performance of an individual is
influenced and motivated by social variables.
Individual relies more on social recognition than economic
rewards.
R.ArunKumar,AP/Mech,RIT
11. BEHAVIORAL MODELS:
4. Self actualizing man:
This model is based on Mc Gregors’ theory and Maslow’s
theory.
Individual is self motivated and self controlled.
Individual performs to the peak in an environment of freedom
and autonomy.
R.ArunKumar,AP/Mech,RIT
12. BEHAVIORAL MODELS:
5. Complex man model:
Proposes that behavior of an individual is unpredictable.
Individual needs vary and it causes individual differences.
R.ArunKumar,AP/Mech,RIT
13. DETERMINANTS OF INDIVIDUAL BEHAVIOUR:
1. Biographical factors:
a) Gender
b) Age
c) Education
d) Individual abilities
i) Physical abilities
ii) Mental abilities
R.ArunKumar,AP/Mech,RIT
14. DETERMINANTS OF INDIVIDUAL BEHAVIOUR:
2. Psychological factors:
a) Attitude
b) Perception (view)
c) Values
R.ArunKumar,AP/Mech,RIT
15. DETERMINANTS OF INDIVIDUAL BEHAVIOUR:
3. Environmental factors:
a) Economic conditions
b) Technological changes
c) Governmental policies
d) Cultural environment
e) Pay benefits
f) Welfare measures
g) Style of leadership
R.ArunKumar,AP/Mech,RIT
16. DETERMINANTS OF INDIVIDUAL BEHAVIOUR:
4. Organizational factors:
a) Nature of job
b) Job security
c) Work environment
R.ArunKumar,AP/Mech,RIT
17. GROUP BEHAVIOUR:
Group is defined as a cluster of persons who all have came
together to pursue activities of common interests.
In a group, members must be aware of one another.
R.ArunKumar,AP/Mech,RIT
18. REASONS TO FORM A GROUP:
Safety and security needs
Sense of belonging (tendency to live in group)
Work extraction power
Job monotony (relaxation in working environment)
Goal accomplishment
Informational need.
R.ArunKumar,AP/Mech,RIT
19. TYPES OF GROUP:
Functional group
Command group
Interest group
Committees
Formal group
Informal group
Family group
Friends group
R.ArunKumar,AP/Mech,RIT
20. STAGES OF GROUP DEVELOPMENT:
1. Forming stage
Group formation
2. Storming stage
Misunderstanding
3. Norming stage
Coordination begins
4. Performing stage
Dedication
5. Adjourning stage
Deforming of group
R.ArunKumar,AP/Mech,RIT
21. PURPOSE OF GROUP DEVELOPMENT:
1. Mutual acceptance
2. Communication and decision – making
3. Motivation and productivity
4. Control and organization
R.ArunKumar,AP/Mech,RIT
22. CHARACTERISTICS OF GROUP DEVELOPMENT:
a) Role play of individuals
b) Cohesiveness
c) Leadership
d) Behaviour of individuals.
R.ArunKumar,AP/Mech,RIT
23. CREATIVITY:
Defined as the ability to produce new useful ideas through the
combination of known principles and components in novel ways.
INNOVATION:
Innovation is defined as the process execution of creative ideas.
R.ArunKumar,AP/Mech,RIT
25. MOTIVATION:
Motivation refers to the process by which a person’s effort are
energized, directed and sustained toward attaining a goal.
Key elements:
Energy (measure of driving force)
Direction (positive motivation)
Persistence (effort to achieve goals)
R.ArunKumar,AP/Mech,RIT
26. TYPES OF MOTIVATION:
Positive motivation (based on recognition)
Negative motivation (based on threat)
Extrinsic motivation (based on external driven force like
salary)
Intrinsic motivation (based on self motivation)
R.ArunKumar,AP/Mech,RIT
27. EARLY THEORIES OF MOTIVATION:
Four motivation theories that represents the foundation for
motivation are:
Maslow’s hierarchy of needs theory
McGregor’s theory X and theory Y
Herzberg’s two – factor theory
McClelland’s three needs theory
R.ArunKumar,AP/Mech,RIT
28. EARLY THEORIES OF MOTIVATION:
1. Maslow’s Hierarchy of needs theory (1960s to 1970s):
Abraham Maslow, a psychologist who proposed that within every
person the five needs are:
a) Physiological needs (basic needs)
b) Safety needs (security needs)
c) Social needs (affection, friendship, etc.)
d) Esteem needs (self respect, autonomy)
e) Self actualization needs (growth)
Lower order needs are predominantly satisfied externally, while
higher order needs are satisfied internally.
R.ArunKumar,AP/Mech,RIT
29. EARLY THEORIES OF MOTIVATION:
2. McGregor’s X theory and Y theory:
Douglas McGregor is the one who proposed.
Theory X is negative view of people. Assumes that workers will
have little dislike, small ambition, etc.
Theory Y is positive view of people. Assumes employees enjoy
the work.
R.ArunKumar,AP/Mech,RIT
30. EARLY THEORIES OF MOTIVATION:
2. McGregor’s X theory and Y theory:
A manager should rely more on Y theory to ensure job
satisfaction of his employees.
R.ArunKumar,AP/Mech,RIT
31. EARLY THEORIES OF MOTIVATION:
3. Herzberg’s two – factor theory:
Also called as motivation – hygiene theory.
Proposes that, intrinsic factors are related to job satisfaction
and extrinsic factors are related to dissatisfaction.
R.ArunKumar,AP/Mech,RIT
32. EARLY THEORIES OF MOTIVATION:
3. Herzberg’s two – factor theory:
Removing dissatisfaction factors doesn’t mean that, the
employee will be satisfied and vice versa.
He called the extrinsic factors that lead to dissatisfaction as
hygiene factors.
Intrinsic factors that lead to satisfaction as motivators.
R.ArunKumar,AP/Mech,RIT
33. EARLY THEORIES OF MOTIVATION:
4. McClelland’s three needs theory:
David McClelland and his associates proposed that there are
three needs that are major motivators in work.
1. need for achievement (nAch), 2. need for power (nPow),
3. need for affiliation (nAff)
R.ArunKumar,AP/Mech,RIT
34. EARLY THEORIES OF MOTIVATION:
4. McClelland’s three needs theory:
nAch deals with the factors that self drives every employee
towards goal.
nPow deals with the factors that are need to make others
behave in disciplined way.
nAff deals with the factors required for friendly and close
interpersonal relationship.
R.ArunKumar,AP/Mech,RIT
35. CONTEMPORARY THEORIES OF MOTIVATION:
1. Goal setting theory:
Goal setting theory says that, working towards a goal is a
major source of job motivation.
The specificity of the goal itself acts as an internal stimulus.
Its not that difficult goals leads to motivation, but achievement
motivation is stimulated by moderately challenging goals.
R.ArunKumar,AP/Mech,RIT
36. 1. Goal setting theory:
People will do better if they get feedback on how well they are
progressing towards their goals.
Self generated feedback (where an employee monitors his or her
own performance) is more powerful motivator than feedback
coming from someone else.
R.ArunKumar,AP/Mech,RIT
37. 1. Goal setting theory:
Three factors that influence goal performance relationship are:
1. Goal commitment
2. Adequate self – efficacy
3. National culture
R.ArunKumar,AP/Mech,RIT
38. 1. Goal setting theory:
a) Goal commitment:
Goal setting theory assumes that an individual is committed to a
goal.
Commitment is likely when goals are made public.
When an individual has internal locus of control.
When the goals are self set.
R.ArunKumar,AP/Mech,RIT
39. 1. Goal setting theory:
b) Self efficacy:
Self efficacy refers to an individual’s belief that he or she is capable of
performing a task.
1.Higher efficacy 2. Lower efficacy
R.ArunKumar,AP/Mech,RIT
40. 1. Goal setting theory:
c) National culture:
Goal-setting theory is culture bound.
It may work out in few countries but not in all the countries.
R.ArunKumar,AP/Mech,RIT
44. CONTEMPORARY THEORIES OF MOTIVATION:
2. Reinforcement theory:
Reinforcement theory says that behaviour is a function of its
consequences.
Consequences that immediately follow a behaviour and increase
the probability that behaviour will be repeated are called
reinforcers.
R.ArunKumar,AP/Mech,RIT
45. CONTEMPORARY THEORIES OF MOTIVATION:
2. Reinforcement theory:
Ignores factors such as goals, expectations and needs.
Focuses only on the effect / result of a work.
People tends to engage in desired behaviors if they are
rewarded for doing so.
R.ArunKumar,AP/Mech,RIT
46. CONTEMPORARY THEORIES OF MOTIVATION:
2. Reinforcement theory:
Managers can influence employees behaviour by using
positive reinforcers for actions that help the organization to
achieve its goals.
Managers should ignore undesirable behaviour.
R.ArunKumar,AP/Mech,RIT
47. CONTEMPORARY THEORIES OF MOTIVATION:
3. Job design theory:
Managers need to look at ways to design motivating jobs.
Job design is defined as how various tasks are combined to
form a complete job?
Thus a job design must motivate all the employees to work hard.
R.ArunKumar,AP/Mech,RIT
48. CONTEMPORARY THEORIES OF MOTIVATION:
3. Job design theory:
Job enlargement
Job scope: Number of different tasks required in a job and frequency with
which those task are repeated.
Job enrichment
R.ArunKumar,AP/Mech,RIT
49. CONTEMPORARY THEORIES OF MOTIVATION:
3. Job design theory:
Job characteristics model (JCM) identifies five core job
dimensions, their interrelationships and their impact on
employee’s output.
i) Skill variety – degree to which a job requires variety of activities.
ii) Task identity – degree of identifiable piece of work.
iii) Task significance - degree to which the job has a substantial
impact on lives / work of other.
iv) Autonomy – degree to which a job provides freedom.
v) Feedback – degree to which individual gets information on
effectiveness of his work
R.ArunKumar,AP/Mech,RIT
52. CONTEMPORARY THEORIES OF MOTIVATION:
4. Equity theory:
The term equity is related to concept of fairness and equal
treatment compared with others who behave in similar
ways.
R.ArunKumar,AP/Mech,RIT
53. CONTEMPORARY THEORIES OF MOTIVATION:
4. Equity theory:
Comparing marks / grade with friends.
When you are offered job of Rs.8,00,000 p.a. you would feel
enthusiastic while joining.
After reporting to job, you find an other student of same
qualification is offered Rs.9,00,000 p.a.
R.ArunKumar,AP/Mech,RIT
54. CONTEMPORARY THEORIES OF MOTIVATION:
4. Equity theory:
Equity theory, developed by J. Stacey Adams, proposes that
employees used to compare, their inputs : outputs ratio with
their colleague.
If it is not equitable, then he / she would analyze whether she is
under rewarded or over rewarded.
R.ArunKumar,AP/Mech,RIT
56. CONTEMPORARY THEORIES OF MOTIVATION:
4. Equity theory:
Referents: Indicates the comparative counterpart.
The three important variable of equity theory are:
1. Persons – Colleague
2. System – Policies and procedures
3. Self – Internal assessment
R.ArunKumar,AP/Mech,RIT
57. CONTEMPORARY THEORIES OF MOTIVATION:
4. Equity theory:
Equity theory focuses on
Distributive justice – fairness in allocation.
Procedural justice – fairness in allocation procedure.
R.ArunKumar,AP/Mech,RIT
58. CONTEMPORARY THEORIES OF MOTIVATION:
5. Expectancy theory:
Proposed by Vroom.
States that an individual tends to act in a certain way based on
expectation that act will be followed by attractiveness of
outcome.
R.ArunKumar,AP/Mech,RIT
59. CONTEMPORARY THEORIES OF MOTIVATION:
5. Expectancy theory:
The three variables are:
1. Effort – performance linkage (Expectancy):
The probability that exerting a given amount of effort will lead to
performance.
2. Performance – reward linkage (Instrumentality):
The belief that performing at a particular level will lead to the
attainment of a desired outcome.
3. Rewards – personal goals linkage (Attractiveness):
R.ArunKumar,AP/Mech,RIT
63. MOTIVATION TECHNIQUES:
Motivation techniques are classified into two types.
1. Monetary motivation
2. Non – monetary motivation
R.ArunKumar,AP/Mech,RIT
64. MOTIVATION TECHNIQUES:
1. Monetary motivation:
Money in any form will be a kind of motivation for every
employee.
Only money can satisfy the urgent needs of any human.
Money can satisfy a person, when additional payment is
relatively equal to person’s income.
R.ArunKumar,AP/Mech,RIT
65. MOTIVATION TECHNIQUES:
1. Monetary motivation:
1a) Individual incentive plans
1b) Group incentive plans
1c) Other incentive plans
R.ArunKumar,AP/Mech,RIT
67. MOTIVATION TECHNIQUES:
1. Monetary motivation:
1b) Group incentive plans:
Employees are rewarded collectively.
This includes profit sharing, production bonus, etc.
e.g.: Scanlon plan, profit sharing plan.
R.ArunKumar,AP/Mech,RIT
68. MOTIVATION TECHNIQUES:
1. Monetary motivation:
1c) Other incentive plans:
Apart from individual and group incentive, organization gives
other mode of monetary motivation.
e.g.: Provident Fund (PF), pension.
R.ArunKumar,AP/Mech,RIT
69. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
Non – monetary incentives provide psychological and
emotional satisfaction.
Non – monetary incentives satisfies an employee based on his
requirement.
R.ArunKumar,AP/Mech,RIT
70. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2a) Job security:
Leads to peaceful working environment.
R.ArunKumar,AP/Mech,RIT
71. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2b) Promotion:
Enthuse employee to improve the working standard.
R.ArunKumar,AP/Mech,RIT
72. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2c) Delegation of responsibility:
Fact that a manager believes his / her subordinates.
R.ArunKumar,AP/Mech,RIT
73. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2d) Work challenge:
Job nature will be acting as a greater motivating force.
R.ArunKumar,AP/Mech,RIT
74. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2e) Status and recognition:
Appreciation of good performance is called recognition.
Inspires employees to maintain and improve the performance.
R.ArunKumar,AP/Mech,RIT
75. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2f) Growth opportunity:
How far the organization ensures career development of
employees.
R.ArunKumar,AP/Mech,RIT
76. MOTIVATION TECHNIQUES:
2. Non – monetary motivation:
2g) Participation in decision making:
Enhances commitment in attaining the goal.
R.ArunKumar,AP/Mech,RIT
77. JOB SATISFACTION:
A pleasurable or positive emotional state resulting from the
appraisal.
It is also defined as the overall positive feelings that individuals
have towards their job.
R.ArunKumar,AP/Mech,RIT
78. JOB SATISFACTION:
Factors relating to job satisfaction are:
1. Personal factors
2. Job factors
3. Organizational factors
R.ArunKumar,AP/Mech,RIT
79. JOB ENRICHMENT:
Improving the quality of a job.
Ways to enrich a job are:
1. Giving freedom
2. Responsibility
3. Encouraging participation
4. Giving a regular feedback
5. Decision making involvement.
R.ArunKumar,AP/Mech,RIT
80. JOB ENRICHMENT:
Advantages:
Improves efficiency of organization.
Reduces absenteeism and turnover.
Improves work ethic behaviour.
Improves decision making ability.
Reduces work load of supervisor.
R.ArunKumar,AP/Mech,RIT
81. JOB ENRICHMENT:
Limitations:
Fear of failure to those employees who prefer less
responsibility.
Negative impression if the job is not satisfactory.
Limited to non – managerial jobs.
Takes time for adapting.
R.ArunKumar,AP/Mech,RIT
83. LEADERSHIP:
Leadership is defined as the process of influencing a group to
achieve goals.
Leadership is defined as the process of influencing and
supporting others to work enthusiastically towards achieving
objectives.
R.ArunKumar,AP/Mech,RIT
84. IMPORTANCE OF LEADERSHIP:
1. Motivating employees:
Higher the motivation, higher would be the performance.
A good leadership itself will motivate an employee to perform
better.
R.ArunKumar,AP/Mech,RIT
85. IMPORTANCE OF LEADERSHIP:
2. To develop team work:
Three vital determinants of team work are leader, subordinates
and work environment.
Leadership will make the environment to work efficiently.
R.ArunKumar,AP/Mech,RIT
86. IMPORTANCE OF LEADERSHIP:
3. Better utilization of human resource:
With proper planning of policies and programs, leadership
utilizes the man power properly.
R.ArunKumar,AP/Mech,RIT
87. IMPORTANCE OF LEADERSHIP:
4. Creating confidence to followers:
A good leader create confidence, by giving proper guidance and
advise.
R.ArunKumar,AP/Mech,RIT
88. IMPORTANCE OF LEADERSHIP:
5. Directing:
Being an example, a leader can motivate the entire team
towards goal.
R.ArunKumar,AP/Mech,RIT
89. IMPORTANCE OF LEADERSHIP:
6. Building morale:
Attitudes of employees towards organization, management and
cooperation will improve by good leadership.
R.ArunKumar,AP/Mech,RIT
90. IMPORTANCE OF LEADERSHIP:
7. Maintaining discipline:
A good leadership can ensure proper decorum in an organization
leading towards goal attainment.
R.ArunKumar,AP/Mech,RIT
101. LEADERSHIP STYLES:
2. Democratic leadership:
Subordinates are consulted and their feedback is taken into
account during decision making.
R.ArunKumar,AP/Mech,RIT
102. LEADERSHIP STYLES:
3. Laissez – Faire leadership:
Subordinates are given freedom in decision making.
They will hold responsibility for all their actions.
R.ArunKumar,AP/Mech,RIT
104. EARLY LEADERSHIP THEORIES:
The early leadership theories focused on leader and interaction
of leader with group members.
1. Trait theories
2. Behavioral theories
R.ArunKumar,AP/Mech,RIT
105. EARLY LEADERSHIP THEORIES:
1. Trait theories:
Research focused on identifying personal characteristics that
differentiated leaders from non-leaders was unsuccessful.
Later research on the leadership process identified seven traits
associated with successful leadership.
Drive, the desire to lead, honesty and integrity, self-confidence,
intelligence, job-relevant knowledge, and extraversion.
R.ArunKumar,AP/Mech,RIT
116. CONTINGENCY LEADERSHIP THEORIES:
1. Fiedler Model:
Proposed that effective group performance depended on properly
matching leader’s style and situation.
Fiedler developed Least – Preferred Coworker (LPC)
questionnaire.
On the basis of 18 pairs of contrasting adjectives respondents were
asked to rate their leader on the scale between 1 to 8.
Relationship oriented – if he/she scores 64 or above.
Task oriented – if he/she or scores 57 or less.
Leaders can’t change their style based on situation.
R.ArunKumar,AP/Mech,RIT
119. CONTINGENCY LEADERSHIP THEORIES:
2. Hersey and Blanchard’s Situational Leadership Theory:
Successful leadership depends on followers’ readiness.
Acceptance: leadership effectiveness depends on whether
followers accept or reject a leader.
Readiness: the extent to which followers have the ability and
willingness to accomplish a specific task.
R.ArunKumar,AP/Mech,RIT
121. CONTINGENCY LEADERSHIP THEORIES:
2. Hersey and Blanchard’s Situational Leadership Theory:
Stages of followers readiness:
1. R1: followers are unable and unwilling
2. R2: followers are unable but willing
3. R3: followers are able but unwilling
4. R4: followers are able and willing
R.ArunKumar,AP/Mech,RIT
122. CONTINGENCY LEADERSHIP THEORIES:
3. Path – goal theory:
Most respected approach, proposed by Robert House.
States that leader’s job is to assist followers and to guide the
pathway for them.
R.ArunKumar,AP/Mech,RIT
123. CONTINGENCY LEADERSHIP THEORIES:
3. Path – goal theory:
Four leadership behaviors are:
1. Directive leader: Gives guidance, make subordinates to understand
what is expected.
2. Supportive leader: Shows concern for subordinates needs.
3. Participative leader: Consults with subordinates before decision
making.
4. Achievement oriented leader: Sets challenging goals and extract
work from subordinates.
Note: Assumed that leadership styles are flexible.
R.ArunKumar,AP/Mech,RIT
127. COMMUNICATION:
Communication is defined as "the transmission of information
and understanding it through the use of common symbols”.
R.ArunKumar,AP/Mech,RIT
128. COMMUNICATION:
In our life we are talking for nearly 27 years which is equal
covering 10,000 books of 400 pages each.
Communication process should be processed like see – saw.
R.ArunKumar,AP/Mech,RIT
130. FUNCTIONS OF COMMUNICATION:
1. Control:
Communications act to control individuals’ behaviors in
organizations.
2. Motivation:
Communications clarify for employees what is to done and what
can be done to improve performance.
3. Emotional expression:
Helps an employee to express themselves.
4. Information:
Individual or group need information to make decisions.
R.ArunKumar,AP/Mech,RIT
141. TYPES OF COMMUNICATION:
1. Interpersonal Communication
Communication between two or more persons.
R.ArunKumar,AP/Mech,RIT
142. TYPES OF COMMUNICATION:
2. Organizational Communication
All the patterns, network, and systems of communications within
an organization.
Organizational communication is classified into,
2a) Formal communication
2b) Informal communication
R.ArunKumar,AP/Mech,RIT
143. TYPES OF COMMUNICATION:
2. Organizational Communication
2a) Formal communication – Communication that follows the
official chain of command or is part of the communication
required to do one’s job.
R.ArunKumar,AP/Mech,RIT
144. TYPES OF COMMUNICATION:
2. Organizational Communication
2b) Informal communication - Communication that is not defined
by the organization’s hierarchy.
R.ArunKumar,AP/Mech,RIT
145. FLOW OF COMMUNICATION IN FORMAL ORGANIZATION:
Flow of communication in an organization is classified into four
types.
1. Downward communication
2. Upward communication
3. Lateral communication
4. Diagonal communication
Lateral
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R.ArunKumar,AP/Mech,RIT
146. FLOW OF COMMUNICATION IN FORMAL ORGANIZATION:
1.Downward communication
Communications that flow from managers to employees to
inform, direct, coordinate, and evaluate employees.
R.ArunKumar,AP/Mech,RIT
147. FLOW OF COMMUNICATION IN FORMAL ORGANIZATION:
2. Upward communication
Communications that flow from employees up to managers to
keep them aware of employee needs and how things can be
improved to create a climate of trust and respect.
R.ArunKumar,AP/Mech,RIT
148. FLOW OF COMMUNICATION IN FORMAL ORGANIZATION:
3. Lateral (Horizontal) Communication
Communication that takes place among employees on the
same level in the organization to save time and facilitate
coordination.
R.ArunKumar,AP/Mech,RIT
149. FLOW OF COMMUNICATION IN FORMAL ORGANIZATION:
4. Diagonal Communication
Communication that cuts across both work areas and
organizational levels in the interest of efficiency and speed.
R.ArunKumar,AP/Mech,RIT
150. PROCESS OF COMMUNICATION:
The Communication Process – The steps between a source and
a receiver that result in the transference and understanding of
meaning.
R.ArunKumar,AP/Mech,RIT
151. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
1. Source / Sender:
A person who convey thought, idea or information is known as
source.
R.ArunKumar,AP/Mech,RIT
152. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
2. Message:
A purpose or the information to be conveyed is called as
message.
R.ArunKumar,AP/Mech,RIT
153. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
3. Encoding:
The process of converting a message into symbols is called as
encoding.
R.ArunKumar,AP/Mech,RIT
154. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
4. Channel / Medium:
The medium through which the message travels is called as
channel.
R.ArunKumar,AP/Mech,RIT
155. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
5. Receiver:
A person who receives the message is called the receiver. The
receiver must have the ability to listen.
R.ArunKumar,AP/Mech,RIT
156. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
6. Decoding:
The receiver’s retranslation of the sender’s message is called
decoding.
R.ArunKumar,AP/Mech,RIT
157. ELEMENTS IN PROCESS OF COMMUNICATION:
The various elements present in communication process are:
7. Noise and feedback:
Feedback is defined as the response from the receiver.
Noise is defined as the disturbances that interfere with
transmission, receipt or feedback of a message is called as
noise.
R.ArunKumar,AP/Mech,RIT
159. MODES OF COMMUNICATION:
Different occasions require different types of communication.
1. Verbal communication
2. Non – verbal communication
R.ArunKumar,AP/Mech,RIT
160. MODES OF COMMUNICATION:
1. Verbal communication:
Communication by means of words is called as verbal
communication.
1a) Oral communication
1b) Written communication
R.ArunKumar,AP/Mech,RIT
161. MODES OF COMMUNICATION:
1. Verbal communication:
1a) Oral communication:
Usually occurs where communication is not documented.
It may take the form of speeches, discussions, debates, face to face
talk, telephonic conversation.
R.ArunKumar,AP/Mech,RIT
162. MODES OF COMMUNICATION:
1. Verbal communication:
1b) Written communication:
Usually being documented.
It can be in the form of notices, emails, manuals, reports, circulars.
R.ArunKumar,AP/Mech,RIT
163. MODES OF COMMUNICATION:
2. Non – verbal communication:
Communication by means of body language. e.g.: kinesics
R.ArunKumar,AP/Mech,RIT
164. TYPES OF COMMUNICATION NETWORK:
Communication network is defined as the channels that are
used to pass information serially from one person to another.
The communicating networks are as follows:
1. Simple chain
2. Wheel chain
3. Circular chain
4. Free flow chain
5. Inverted V chain
R.ArunKumar,AP/Mech,RIT
165. TYPES OF COMMUNICATION NETWORK:
1. Simple chain:
Simple chain network exists between a superior and his
subordinate.
Communication flows either upward or downward.
Control will be easier but this network consumes time.
R.ArunKumar,AP/Mech,RIT
166. TYPES OF COMMUNICATION NETWORK:
2. Wheel chain:
In this network subordinates can communicate with their
common superior.
Subordinates are not allowed to communicate among
themselves.
Coordination among subordinates is difficult.
R.ArunKumar,AP/Mech,RIT
167. TYPES OF COMMUNICATION NETWORK:
3. Circular chain:
Communication moves in a circular shape.
Here a subordinate can communicate with his or her
neighboring coworker.
Flow takes more time.
R.ArunKumar,AP/Mech,RIT
168. TYPES OF COMMUNICATION NETWORK:
4. Free flow chain:
A subordinate can communicate with anyone in the
organization.
Flow of communication is fast but coordination problem exists.
R.ArunKumar,AP/Mech,RIT
169. TYPES OF COMMUNICATION NETWORK:
5. Inverted V chain:
In this network chain, a subordinate is allowed to communicate
with two level of hierarchy.
R.ArunKumar,AP/Mech,RIT
170. TYPES OF COMMUNICATION NETWORK:
Single Channel vs Multiple channel communication:
SI.No. Single channel Multiple channel
1.
Communication is allowed in
a single path.
More than one path.
2. Communication flow is slow. Communication flow is fast.
3. Control is easier. Control is difficult.
4.
Misunderstanding can be
avoided.
Leads to misunderstanding.
R.ArunKumar,AP/Mech,RIT
171. BARRIERS OF COMMUNICATION:
Barriers to effective communication in an organization may be
broadly classified into following groups:
1. Physical barriers
2. Psychological / interpersonal barriers
3. Organizational barriers
4. Semantic barriers
5. Mechanical barriers
R.ArunKumar,AP/Mech,RIT
172. BARRIERS OF COMMUNICATION:
1. Physical barriers:
The environmental barriers that reduce the sending and
receiving of communication.
e.g.: physical distance, distracting noises, external
interferences.
R.ArunKumar,AP/Mech,RIT
173. BARRIERS OF COMMUNICATION:
2. Psychological or interpersonal barriers:
Defensiveness
National
Culture Emotions
Information
Overload
Interpersonal
Communication
Language
Filtering
R.ArunKumar,AP/Mech,RIT
174. BARRIERS OF COMMUNICATION:
3. Organizational barriers:
The climate and the culture of an organization acts as a barrier
in communication.
e.g.: rigidity in rules, poor communication infrastructure,
lack of coordination.
R.ArunKumar,AP/Mech,RIT
175. BARRIERS OF COMMUNICATION:
4. Semantic barriers:
This kind of barriers occurs due to misunderstanding.
e.g.: idiomatic words, lack of language skills, accent.
R.ArunKumar,AP/Mech,RIT
176. BARRIERS OF COMMUNICATION:
5. Mechanical barriers:
Barriers that occur due to fault in the mediating devices.
R.ArunKumar,AP/Mech,RIT