Motivation
•Download as PPTX, PDF•
0 likes•372 views
The document discusses several theories of motivation including need theory, process theory, and reinforcement theory. It also examines Herzberg's two-factor theory of motivation and hygiene factors that cause dissatisfaction versus motivation factors. Additionally, the document outlines theories like expectancy theory, equity theory, and reinforcement theory and their implications for motivating employees.
Report
Share
Report
Share
Recommended
Teori motivasi
This document discusses various theories and concepts related to human relations and employee motivation in organizational settings. It covers motivation, morale, intrinsic and extrinsic rewards, and need-based motivation theories by Maslow and Herzberg. Management styles like Theory X, Theory Y and Theory Z are compared. Other motivation theories around equity and expectancy are mentioned. Strategies for motivating employees through behavior modification, job design, flexible scheduling and job characteristics are also summarized.
An overview of a theoretical reflections on Douglas
Douglas McGregor proposed two theories of human motivation at work: Theory X and Theory Y. Theory X assumes that people dislike work and need to be closely managed and controlled through threats and punishment. Theory Y assumes that people can exercise self-direction and control to achieve organizational goals. McGregor argued that managers with a Theory X mindset rely on authoritarian leadership styles while Theory Y managers adopt a more participative approach that engages employees. While both theories have value in different contexts, modern organizations tend to favor Theory Y principles that view employees as assets rather than liabilities.
Douglas McGregor's Theory X and Theory Y on Employee Motivation
Theory X and Theory Y on employee motivation helps organizations understand the changing dynamics of human behavior
Victor h vroom theory of expectancy
Victor H. Vroom
Is a business school professor at the Yale School of Management.
He holds a PhD from University of Michigan.
Vroom's primary research was on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership
His most well-known books are Work and Motivation, Leadership and Decision Making and The New Leadership.
Expectancy Theory
Expectancy theory proposes that a individual will decide to behave or act in a certain way because they are motivated to select a specific behaviour over other behaviours due to what they expect the result of that selected behaviour will be.
In essence, the motivation of the behaviour selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.
Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management.
Expectancy Theory
This theory emphasizes the needs for organizations to relate rewards directly to performance and
to ensure that the rewards provided are those rewards deserved and wanted by the recipients.
Victor H. Vroom defines motivation as a process governing choices among alternative forms of
voluntary activities, a process controlled by the individual. The individual makes choices based on
estimates of how well the expected results of a given behaviour are going to match up with or
eventually lead to the desired results. Motivation is a product of the individual’s expectancy that a
certain effort will lead to the intended performance, the instrumentality of this performance to
achieving a certain result, and the desirability of this result for the individual, known as valence.
Difference from the content theories of Maslow,Alderfer,Herzberg and McClelland
Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and
McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what
motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables
that reflects individual differences in work motivation.
Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976)
attempt to explain what motivates people in the workplace. Expectancy theory is more concerned
with the cognitive antecedents that go into motivation and the way they relate to each other.
Chapter 14 pp
This document summarizes several theories of motivation:
1) Content theories (e.g. Maslow's hierarchy, ERG theory, Herzberg) examine what motivates people based on individual needs and how satisfying different needs impacts motivation.
2) Process theories (e.g. expectancy theory, goal setting theory, reinforcement theory) describe the cognitive processes that translate needs into motivated behavior.
3) Additional theories discussed include equity theory, justice theory, and how individual and organizational factors influence motivation.
Expectancy theory
Expectancy theory is a mental process regarding the selection of choices. It’s a motivation theory first proposed by Victor Vroom of the Yale school of management. It;s pros and con.
Expectancy theory
Expectancy theory proposes that individuals are motivated when they believe their efforts will lead to positive outcomes. The theory was developed by Victor Vroom and is based on three variables: valence, expectancy, and instrumentality. Valence refers to how much value an individual places on a reward. Expectancy is the belief that effort will lead to performance. Instrumentality is the belief that performance will lead to rewards. Motivation is highest when an individual believes high effort will result in good performance and rewards. Managers can enhance motivation by linking rewards closely to performance and providing training to improve employee capabilities.
Theory X and Y detailed presentation
Douglas McGregor proposed Theories X and Y to describe contrasting models of workforce motivation. Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self-direction and self-control to accomplish organizational goals. Theory X leads to an authoritarian management style relying on threats and punishments, while Theory Y encourages participation and addresses employees' higher-level needs. How managers perceive employee motivation influences their leadership approach and organizational performance.
Recommended
Teori motivasi
This document discusses various theories and concepts related to human relations and employee motivation in organizational settings. It covers motivation, morale, intrinsic and extrinsic rewards, and need-based motivation theories by Maslow and Herzberg. Management styles like Theory X, Theory Y and Theory Z are compared. Other motivation theories around equity and expectancy are mentioned. Strategies for motivating employees through behavior modification, job design, flexible scheduling and job characteristics are also summarized.
An overview of a theoretical reflections on Douglas
Douglas McGregor proposed two theories of human motivation at work: Theory X and Theory Y. Theory X assumes that people dislike work and need to be closely managed and controlled through threats and punishment. Theory Y assumes that people can exercise self-direction and control to achieve organizational goals. McGregor argued that managers with a Theory X mindset rely on authoritarian leadership styles while Theory Y managers adopt a more participative approach that engages employees. While both theories have value in different contexts, modern organizations tend to favor Theory Y principles that view employees as assets rather than liabilities.
Douglas McGregor's Theory X and Theory Y on Employee Motivation
Theory X and Theory Y on employee motivation helps organizations understand the changing dynamics of human behavior
Victor h vroom theory of expectancy
Victor H. Vroom
Is a business school professor at the Yale School of Management.
He holds a PhD from University of Michigan.
Vroom's primary research was on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership
His most well-known books are Work and Motivation, Leadership and Decision Making and The New Leadership.
Expectancy Theory
Expectancy theory proposes that a individual will decide to behave or act in a certain way because they are motivated to select a specific behaviour over other behaviours due to what they expect the result of that selected behaviour will be.
In essence, the motivation of the behaviour selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.
Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management.
Expectancy Theory
This theory emphasizes the needs for organizations to relate rewards directly to performance and
to ensure that the rewards provided are those rewards deserved and wanted by the recipients.
Victor H. Vroom defines motivation as a process governing choices among alternative forms of
voluntary activities, a process controlled by the individual. The individual makes choices based on
estimates of how well the expected results of a given behaviour are going to match up with or
eventually lead to the desired results. Motivation is a product of the individual’s expectancy that a
certain effort will lead to the intended performance, the instrumentality of this performance to
achieving a certain result, and the desirability of this result for the individual, known as valence.
Difference from the content theories of Maslow,Alderfer,Herzberg and McClelland
Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and
McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what
motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables
that reflects individual differences in work motivation.
Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976)
attempt to explain what motivates people in the workplace. Expectancy theory is more concerned
with the cognitive antecedents that go into motivation and the way they relate to each other.
Chapter 14 pp
This document summarizes several theories of motivation:
1) Content theories (e.g. Maslow's hierarchy, ERG theory, Herzberg) examine what motivates people based on individual needs and how satisfying different needs impacts motivation.
2) Process theories (e.g. expectancy theory, goal setting theory, reinforcement theory) describe the cognitive processes that translate needs into motivated behavior.
3) Additional theories discussed include equity theory, justice theory, and how individual and organizational factors influence motivation.
Expectancy theory
Expectancy theory is a mental process regarding the selection of choices. It’s a motivation theory first proposed by Victor Vroom of the Yale school of management. It;s pros and con.
Expectancy theory
Expectancy theory proposes that individuals are motivated when they believe their efforts will lead to positive outcomes. The theory was developed by Victor Vroom and is based on three variables: valence, expectancy, and instrumentality. Valence refers to how much value an individual places on a reward. Expectancy is the belief that effort will lead to performance. Instrumentality is the belief that performance will lead to rewards. Motivation is highest when an individual believes high effort will result in good performance and rewards. Managers can enhance motivation by linking rewards closely to performance and providing training to improve employee capabilities.
Theory X and Y detailed presentation
Douglas McGregor proposed Theories X and Y to describe contrasting models of workforce motivation. Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self-direction and self-control to accomplish organizational goals. Theory X leads to an authoritarian management style relying on threats and punishments, while Theory Y encourages participation and addresses employees' higher-level needs. How managers perceive employee motivation influences their leadership approach and organizational performance.
motivational theories
i consider various theories of motivation including its meaning and why it is important for the organisation
Theory x-and-theory-y
Douglas McGregor proposed two contrasting theories of human motivation and management in the 1960s: Theory X and Theory Y. Theory X assumes employees are unmotivated and dislike work, encouraging an authoritarian management style. Theory Y assumes employees are self-motivated and happy to work, promoting a participative and decentralized style of management that involves employees in decision making. While Theory X may be more applicable to large-scale production environments, Theory Y is considered superior and more widely adopted, especially for knowledge work and professional services.
Additive and Multiplicative effects of work characteristics on entrepreneurs'...
Presented at the 15th International Conference of the European Association of Work and Organizational Psychology, Maastricht, The Netherlands, May 25th-28th, 2011
Theory X & Theory Y
The document discusses McGregor's Theory X and Theory Y, which describe two different leadership styles and assumptions about employee motivation. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated if given autonomy and responsibility. The document outlines the key assumptions and approaches of each theory, with Theory X taking a pessimistic view of employees and Theory Y believing employees will be productive if conditions allow them to perform at their best.
Theory x and Theory Y ( Douglas McGregor )
Douglas McGregor proposed two theories about employee motivation and behavior in the workplace:
Theory X assumes that employees dislike work and must be coerced to perform through threats and close supervision. Theory Y assumes that employees can exercise self-direction and self-control to accept responsibility willingly and view work as natural. McGregor believed Theory X and Y represented distinct views rather than opposite ends of a continuum. Theory X views workers as inherently disliking work while Theory Y sees workers as willing to contribute value without supervision.
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
Define Motivation
Early Theories of motivation
Maslow’s hierarchy of need
Theory X and theory Y
Two-Factor Theory
McClelland Theory of needs
Contemporary theories of motivation
Self-determination theory
Job engagement
Goal setting theory
Self efficacy theory
Reinforcement theories
Eguity theory
Expectanct theory
Integrating comporary theories of motivation
Stress models and international work
This document summarizes four models that can help increase positive stress when working internationally:
1) The Job Stress Model (Demand-Control-Support Model) examines the relationship between job demands, control over decisions, and social support in the workplace.
2) The Effort-Reward Imbalance Model looks at the balance between efforts expended and rewards received in return.
3) The Competencies Model identifies management competencies like managing emotions, communication, problem-solving, and teamwork that can reduce stress.
4) The Three-Channel Model of Stress Reactions proposes that stress affects cognitive processes, behavior, and physiological responses. Understanding these models can help manage stress from international work situations.
60889728 motivation-ppt
The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also presents a case study about an engineer named Prakash who lacks initiative and needs motivation from his boss to take more risks and make independent decisions in his work.
Theory x and theory y
Theory X and Theory Y given by Douglas McGregor. here are presentation which will explain it in more clear way.
Sess 8 and 9
The document discusses several theories of motivation including Maslow's hierarchy of needs theory, ERG theory, Herzberg's two-factor theory, expectancy theory, and Vroom's expectancy theory. Maslow's theory proposes that people are motivated to fulfill basic needs before moving on to higher level needs. Vroom's expectancy theory integrates valence, instrumentality, and expectancy to explain how motivation is influenced by expectations of outcomes from one's actions. The theories provide frameworks for understanding what motivates employee performance and behavior in organizational settings.
Theories of Management_POM
The document summarizes different schools of management thought including:
- Behavioral school founded by Elton Mayo based on the Hawthorne experiments which found that social and psychological factors highly influence productivity.
- Modern schools including Douglas McGregor's Theory X and Theory Y about human motivation in organizations, and Peter Drucker's focus on managing businesses, managers, and workers/work.
- William Ouchi proposed Theory Z as a hybrid of American and Japanese management styles emphasizing long-term employment, teamwork, and holistic concern for employees.
Motivation of individuals
This document discusses various theories and perspectives on motivation. It covers:
1) The nature of motivation as the set of forces that cause people to engage in one behavior over alternatives.
2) Need-based perspectives including Maslow's hierarchy of needs and ERG theory which propose that humans are motivated by need deficiencies.
3) Process-based perspectives like expectancy theory that focus on how motivation occurs through evaluations of effort, performance, and outcomes.
How Do Coping Strategies Correlate With Job Satisfaction Revised
This study examined the relationship between individual coping strategies and job satisfaction in 25 undergraduate psychology students. The study measured coping strategies using the COPE inventory, which categorizes strategies as either adaptive or questionable. Job satisfaction was measured using the Job Satisfaction Scale. The hypotheses were that adaptive coping strategies would positively correlate with job satisfaction, while questionable strategies would negatively correlate. The results found no significant correlations, though adaptive coping approached significance. The small sample size limited conclusions, but relationships between specific coping strategies like positive reinterpretation and job satisfaction warrant future research.
Action Science 1
Action Science is an approach that aims to improve organizational effectiveness by addressing barriers to change caused by defensive interpersonal relationships and behaviors. It focuses on examining theories of action - the underlying beliefs, values, and mental models that drive behaviors. Leaders are taught to reflect on their own behaviors and challenge underlying assumptions through techniques like productive reasoning and analysis of real workplace experiences. This allows organizations to move from a Model 1 theory of action based on unilateral control and winning to a Model 2 theory that values valid information, informed choice, and internal commitment to change.
X and y theory
Theory X and Theory Y are theories of human motivation and management developed by Douglas McGregor in the 1960s. Theory X is based on the assumption that the average person dislikes work and must be closely supervised with rewards and punishments. Theory Y assumes that people can be self-motivated, creative, and exercise self-control to achieve organizational objectives. Theory X relies on strict supervision and external incentives while Theory Y emphasizes job satisfaction and encourages independent work without direct oversight.
Arun antony mc george’s
Douglas McGregor proposed two theories (Theory X and Theory Y) about human motivation in the workplace based on different assumptions about employee behavior. Theory X assumes employees dislike work and need close supervision and external rewards, leading to an authoritarian management style. Theory Y assumes employees can exercise self-direction and are self-motivated to accomplish goals, supporting a democratic management style that involves employees in decision making. While Theory X may be suitable for some production environments, Theory Y is generally better suited to knowledge work and encourages participation, responsibility, creativity and continuous improvement.
C:\Fakepath\Motivation And Job Satisfaction
Motivation and job satisfaction are important because workers spend one-third to one-half of their lives at work. Theories of motivation can be divided into content theories, which focus on the importance of work itself, and process theories, which deal with decision-making. Content theories include achievement motivation theory, need hierarchy theory, and ERG theory. Process theories include the motivator-hygiene theory, job characteristics theory, equity theory, and goal-setting theory. While overall job satisfaction has remained steady, satisfaction is lower for government workers. Personal characteristics like age, gender, cognitive ability, and personality can impact job satisfaction. Low job satisfaction can lead to issues like absenteeism and turnover.
Work Motivation - IBAAS - Dr Wali Mughni
Organizational behavior is the study of how individuals and groups act within organizations and how their behaviors impact organizational effectiveness. It aims to apply knowledge of human behavior towards improving organizations. The document discusses various theories of individual motivation, including:
- Motivation being the product of ability, motivation, and situational constraints.
- Motivation arising from needs, incentives, and expectations.
- Intrinsic versus extrinsic motivation.
- Maslow's hierarchy of needs as a content theory of motivation.
- Job characteristics and job context as process theories.
X and y theory presentation
McGregor developed Theory X and Theory Y to describe different views of human motivation and management styles. Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can be self-motivated and seeks responsibility. Theory X leads to authoritarian management, while Theory Y encourages participation and delegation of authority. While Theory X may be necessary in some production environments, Theory Y is generally more appropriate and effective for knowledge work.
Chap 7 motivation concepts
The document outlines key motivation concepts and theories. It discusses early theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory. Contemporary theories covered are self-determination theory, goal-setting theory, and Bandura's self-efficacy theory. Goal-setting theory proposes that specific, difficult goals with feedback improve performance. Self-efficacy theory relates to an individual's belief in their ability to complete a task. The document provides details on motivation elements and compares different motivation frameworks.
Take it to the bridge
Music has potential as a tool for interfaith peacebuilding by engaging individuals' senses and elevating dialogue beyond intellectual boundaries. The document discusses this framework through the work of Nicolaus of Cusa who proposed three modes of knowing: sense experience, reason, and higher intellect. It also shares the presenter's experience in Israel where they witnessed concerts bringing healing and inspiring renewed peace activism. Challenges to research and future studies on the topic are identified like measuring music's effects and exploring the variety of instruments used.
Portifólio atlz
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, maior tela e melhor desempenho. O dispositivo também possui recursos adicionais de inteligência artificial e segurança de dados aprimorados. O lançamento do novo smartphone está programado para o próximo mês.
More Related Content
What's hot
motivational theories
i consider various theories of motivation including its meaning and why it is important for the organisation
Theory x-and-theory-y
Douglas McGregor proposed two contrasting theories of human motivation and management in the 1960s: Theory X and Theory Y. Theory X assumes employees are unmotivated and dislike work, encouraging an authoritarian management style. Theory Y assumes employees are self-motivated and happy to work, promoting a participative and decentralized style of management that involves employees in decision making. While Theory X may be more applicable to large-scale production environments, Theory Y is considered superior and more widely adopted, especially for knowledge work and professional services.
Additive and Multiplicative effects of work characteristics on entrepreneurs'...
Presented at the 15th International Conference of the European Association of Work and Organizational Psychology, Maastricht, The Netherlands, May 25th-28th, 2011
Theory X & Theory Y
The document discusses McGregor's Theory X and Theory Y, which describe two different leadership styles and assumptions about employee motivation. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated if given autonomy and responsibility. The document outlines the key assumptions and approaches of each theory, with Theory X taking a pessimistic view of employees and Theory Y believing employees will be productive if conditions allow them to perform at their best.
Theory x and Theory Y ( Douglas McGregor )
Douglas McGregor proposed two theories about employee motivation and behavior in the workplace:
Theory X assumes that employees dislike work and must be coerced to perform through threats and close supervision. Theory Y assumes that employees can exercise self-direction and self-control to accept responsibility willingly and view work as natural. McGregor believed Theory X and Y represented distinct views rather than opposite ends of a continuum. Theory X views workers as inherently disliking work while Theory Y sees workers as willing to contribute value without supervision.
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
Define Motivation
Early Theories of motivation
Maslow’s hierarchy of need
Theory X and theory Y
Two-Factor Theory
McClelland Theory of needs
Contemporary theories of motivation
Self-determination theory
Job engagement
Goal setting theory
Self efficacy theory
Reinforcement theories
Eguity theory
Expectanct theory
Integrating comporary theories of motivation
Stress models and international work
This document summarizes four models that can help increase positive stress when working internationally:
1) The Job Stress Model (Demand-Control-Support Model) examines the relationship between job demands, control over decisions, and social support in the workplace.
2) The Effort-Reward Imbalance Model looks at the balance between efforts expended and rewards received in return.
3) The Competencies Model identifies management competencies like managing emotions, communication, problem-solving, and teamwork that can reduce stress.
4) The Three-Channel Model of Stress Reactions proposes that stress affects cognitive processes, behavior, and physiological responses. Understanding these models can help manage stress from international work situations.
60889728 motivation-ppt
The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also presents a case study about an engineer named Prakash who lacks initiative and needs motivation from his boss to take more risks and make independent decisions in his work.
Theory x and theory y
Theory X and Theory Y given by Douglas McGregor. here are presentation which will explain it in more clear way.
Sess 8 and 9
The document discusses several theories of motivation including Maslow's hierarchy of needs theory, ERG theory, Herzberg's two-factor theory, expectancy theory, and Vroom's expectancy theory. Maslow's theory proposes that people are motivated to fulfill basic needs before moving on to higher level needs. Vroom's expectancy theory integrates valence, instrumentality, and expectancy to explain how motivation is influenced by expectations of outcomes from one's actions. The theories provide frameworks for understanding what motivates employee performance and behavior in organizational settings.
Theories of Management_POM
The document summarizes different schools of management thought including:
- Behavioral school founded by Elton Mayo based on the Hawthorne experiments which found that social and psychological factors highly influence productivity.
- Modern schools including Douglas McGregor's Theory X and Theory Y about human motivation in organizations, and Peter Drucker's focus on managing businesses, managers, and workers/work.
- William Ouchi proposed Theory Z as a hybrid of American and Japanese management styles emphasizing long-term employment, teamwork, and holistic concern for employees.
Motivation of individuals
This document discusses various theories and perspectives on motivation. It covers:
1) The nature of motivation as the set of forces that cause people to engage in one behavior over alternatives.
2) Need-based perspectives including Maslow's hierarchy of needs and ERG theory which propose that humans are motivated by need deficiencies.
3) Process-based perspectives like expectancy theory that focus on how motivation occurs through evaluations of effort, performance, and outcomes.
How Do Coping Strategies Correlate With Job Satisfaction Revised
This study examined the relationship between individual coping strategies and job satisfaction in 25 undergraduate psychology students. The study measured coping strategies using the COPE inventory, which categorizes strategies as either adaptive or questionable. Job satisfaction was measured using the Job Satisfaction Scale. The hypotheses were that adaptive coping strategies would positively correlate with job satisfaction, while questionable strategies would negatively correlate. The results found no significant correlations, though adaptive coping approached significance. The small sample size limited conclusions, but relationships between specific coping strategies like positive reinterpretation and job satisfaction warrant future research.
Action Science 1
Action Science is an approach that aims to improve organizational effectiveness by addressing barriers to change caused by defensive interpersonal relationships and behaviors. It focuses on examining theories of action - the underlying beliefs, values, and mental models that drive behaviors. Leaders are taught to reflect on their own behaviors and challenge underlying assumptions through techniques like productive reasoning and analysis of real workplace experiences. This allows organizations to move from a Model 1 theory of action based on unilateral control and winning to a Model 2 theory that values valid information, informed choice, and internal commitment to change.
X and y theory
Theory X and Theory Y are theories of human motivation and management developed by Douglas McGregor in the 1960s. Theory X is based on the assumption that the average person dislikes work and must be closely supervised with rewards and punishments. Theory Y assumes that people can be self-motivated, creative, and exercise self-control to achieve organizational objectives. Theory X relies on strict supervision and external incentives while Theory Y emphasizes job satisfaction and encourages independent work without direct oversight.
Arun antony mc george’s
Douglas McGregor proposed two theories (Theory X and Theory Y) about human motivation in the workplace based on different assumptions about employee behavior. Theory X assumes employees dislike work and need close supervision and external rewards, leading to an authoritarian management style. Theory Y assumes employees can exercise self-direction and are self-motivated to accomplish goals, supporting a democratic management style that involves employees in decision making. While Theory X may be suitable for some production environments, Theory Y is generally better suited to knowledge work and encourages participation, responsibility, creativity and continuous improvement.
C:\Fakepath\Motivation And Job Satisfaction
Motivation and job satisfaction are important because workers spend one-third to one-half of their lives at work. Theories of motivation can be divided into content theories, which focus on the importance of work itself, and process theories, which deal with decision-making. Content theories include achievement motivation theory, need hierarchy theory, and ERG theory. Process theories include the motivator-hygiene theory, job characteristics theory, equity theory, and goal-setting theory. While overall job satisfaction has remained steady, satisfaction is lower for government workers. Personal characteristics like age, gender, cognitive ability, and personality can impact job satisfaction. Low job satisfaction can lead to issues like absenteeism and turnover.
Work Motivation - IBAAS - Dr Wali Mughni
Organizational behavior is the study of how individuals and groups act within organizations and how their behaviors impact organizational effectiveness. It aims to apply knowledge of human behavior towards improving organizations. The document discusses various theories of individual motivation, including:
- Motivation being the product of ability, motivation, and situational constraints.
- Motivation arising from needs, incentives, and expectations.
- Intrinsic versus extrinsic motivation.
- Maslow's hierarchy of needs as a content theory of motivation.
- Job characteristics and job context as process theories.
X and y theory presentation
McGregor developed Theory X and Theory Y to describe different views of human motivation and management styles. Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can be self-motivated and seeks responsibility. Theory X leads to authoritarian management, while Theory Y encourages participation and delegation of authority. While Theory X may be necessary in some production environments, Theory Y is generally more appropriate and effective for knowledge work.
Chap 7 motivation concepts
The document outlines key motivation concepts and theories. It discusses early theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory. Contemporary theories covered are self-determination theory, goal-setting theory, and Bandura's self-efficacy theory. Goal-setting theory proposes that specific, difficult goals with feedback improve performance. Self-efficacy theory relates to an individual's belief in their ability to complete a task. The document provides details on motivation elements and compares different motivation frameworks.
What's hot (20)
Additive and Multiplicative effects of work characteristics on entrepreneurs'...
Additive and Multiplicative effects of work characteristics on entrepreneurs'...
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
How Do Coping Strategies Correlate With Job Satisfaction Revised
How Do Coping Strategies Correlate With Job Satisfaction Revised
Viewers also liked
Take it to the bridge
Music has potential as a tool for interfaith peacebuilding by engaging individuals' senses and elevating dialogue beyond intellectual boundaries. The document discusses this framework through the work of Nicolaus of Cusa who proposed three modes of knowing: sense experience, reason, and higher intellect. It also shares the presenter's experience in Israel where they witnessed concerts bringing healing and inspiring renewed peace activism. Challenges to research and future studies on the topic are identified like measuring music's effects and exploring the variety of instruments used.
Portifólio atlz
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, maior tela e melhor desempenho. O dispositivo também possui recursos adicionais de inteligência artificial e segurança de dados aprimorados. O lançamento do novo smartphone está programado para o próximo mês.
Domestic violence
The document outlines a skit on domestic violence. It introduces the characters that will participate in the skit and describes how domestic violence often stems from one partner feeling a need to control the other due to issues like low self-esteem or traditional beliefs about gender roles. It also notes that domestic violence was recognized as a criminal offense in India in 1983 with the introduction of section 498-A into the Indian Penal Code. The skit aims to portray this issue through its characters.
Roam dmin528 year in review creative assignment
This document provides an overview and context for a visual ethnography year-in-review assignment. It discusses several key concepts to be explored such as intellectual empathy, social imaginaries, language as a system, art and music, and shalom living. Examples are given of different religious and ethnic groups in Israel that will be studied, including Bedouins, Maronites, Jews, Arabs, and various church traditions. System jammers seeking to cooperate and define the good are also mentioned. References are listed at the end from sources on social history, critical thinking, contemporary social theory, counter-culture, Christianity, and social imaginaries.
Communication
Communication is defined as the process of exchanging information through sending and receiving. There are two main channels of communication in organizations - formal and informal. Formal communication refers to the official channels used within and outside an organization, including vertical downward and upward communication as well as lateral communication between departments. Informal communication passes job-related or personal information between individuals through single-strand, gossip, probability, or cluster methods.
Decision making
The document defines decision making as selecting a course of action to deal with a problem by choosing from at least two alternatives. It describes two types of decisions - programmed decisions which are routine and follow rules, and non-programmed decisions which deal with unique problems. The document also outlines four conditions for decision making - certainty, risk, uncertainty, and ambiguity - and lists the typical four steps to decision making as investigating the situation, developing alternatives, evaluating alternatives to select the best one, and implementing and following up on the solution. It briefly mentions group decision making as another type.
France
France is a unitary semi-presidential republic located in Western Europe. It has the largest land area in Western Europe and the third largest in Europe overall. France has a mixed economy and is ranked as the world's fifth largest and Europe's second largest by nominal GDP. It has a highly developed economy and society, with the third highest human development index in the world. France is also a founding member of the United Nations and the European Union.
Viewers also liked (7)
Similar to Motivation
MotivationThe reason for peoples actions, willingness and.docx
Motivation
The reason for people's actions, willingness and goals
2
Motivation
3
Motivation
The theories of motivation can be divided into three broad categories.
1. Reinforcement theories (Vs. Punishment)
2. Content theories
3. Process theories
4
Motivation - Reinforcement Theory
1. Intermittent vs. continues reinforcement: (some time vs. all the time)
2. Positive reinforcement: following the response with something positive
(good job = raise)
3. Negative: withdrawing and holding the – part (move good employee to
shift desired)
4. Punishment: negative action
5. Extinction: is a means to stop someone from performing a learned
behavior
5
Motivation-Maslow
1. Physiological: Getting $ to buy the needs
2. Safety: No harm, security, compensation program
3. Social: Friends at work
4. Recognition: Name on door, parking
5. Self Actualization (Top): using the max. ability on the job
6
Motivation- McClelland
The three needs:
1. Achievement: Entrepreneurship (not related to ordinary mgt)
2. Power: strong and positive performance (power to do well)
3. Affiliation: High affiliation = Low performance
7
Motivation- Herzberg
1. Motivator: Related to the job directly (challenges and responsibility)
2. Hygiene: Related to the things outside the job (pay, working
conditions, supervisor)
His Theory: pay does not motivate us well
(contradicts with MASLOW)
8
Motivation- Herzberg
9
Motivation- Equity
10
Equity theory: based on the phenomenon of social comparison
Motivation- Equity
11
Vroom’s expectancy theory argues that work motivation is determined by
individual beliefs regarding effort/performance relationships and work
outcomes.
M = (E) × (I) × (V).
Learning
1. Classical Conditions: connection we make between things (pairing
one thing with another. Ex: Pet food and bill)
2. Operant Condition: Reward after doing something based on the
consequences of the behavior (opposite #1)
12
Learning
3. Social Learning Theory:
Learning from each other by watching, it is more powerful in effect:
• Model: parents, friend, managers
• Observation: watching
• Consequences: Monitor results
• Self Reinforcement: Self reward
13
Integrating The Motivation
Theories
• Link satisfaction and performance:
• Job satisfaction is the degree to which individuals feel positively or
negatively about their jobs.
o JOB SATISFACTION, RETENTION AND PERFORMANCE
o INTEGRATED MODEL OF MOTIVATION
14
Conflict
Whenever a person negatively impact something we care about
Sources of Conflict:
1. Different goals
2. Different values & believes
3. Task interdependence (what you do impacts all)
4. Scarce resources (limited)
5. Ambiguous roles
6. Communication problems
15
Organizational Change
Why do people resist change:
1. Sunk Cost: People have invested time & efforts
2. Inadequate info: no info in advance and/or its benefits
3. Personality: type and reaction
.
Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Lecture 4 MOB 2023.ppt
The document discusses Douglas McGregor's Theory X and Theory Y of motivation. Theory X assumes workers are lazy and need close supervision, while Theory Y assumes workers want to do a good job and self-direct if given responsibility. The document also summarizes several other motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, equity theory, and expectancy theory. Expectancy theory states that motivation results from expectations of effort leading to performance and performance leading to desired rewards. Managers should link rewards to targeted performance levels to maximize motivation according to expectancy theory.
Employee Motivation 1
The document discusses various perspectives on motivation in organizational behavior and management. It covers content perspectives like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process perspectives including expectancy theory, equity theory, and goal-setting theory. Reinforcement perspectives involving positive and negative reinforcement are also described. Popular motivational strategies involving empowerment, participation, and organizational reward systems are outlined.
MBA MCO101 Unit 8b Lecture 9 200806xx
The document discusses various theories of motivation that managers can use to motivate employees, including:
- Equity theory, which explains how perceptions of fairness affect motivation.
- Expectancy theory, which describes how expectations of rewards, effort and performance influence motivation.
- Reinforcement theory and how reinforcement can be used to motivate.
- Goal-setting theory and how setting specific, challenging goals with feedback can motivate workers.
The document advocates using an integrated model of motivation that combines elements of these theories to maximize motivating employees.
Basic Motivation Concept and Application
The document discusses several theories of motivation including: Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic needs before moving on to higher level needs; Herzberg's two-factor theory which distinguishes between motivators and hygiene factors; and expectancy theory which proposes that effort, performance, and rewards are linked. It also discusses job characteristics theory and the motivating potential of different job design elements like skill variety, task identity, and autonomy. Finally, it covers different employee involvement programs and how they relate to motivation theories.
Motivation
The document discusses several theories of motivation in the workplace including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization.
- Herzberg's two-factor theory which separates job satisfaction factors like achievement from dissatisfaction factors like salary.
- Expectancy theory and equity theory which focus on linking rewards to performance and balancing employee inputs and outcomes.
- Goal-setting theory which says specific, challenging goals with feedback motivate employees.
- McGregor's Theory X and Y about employee attitudes toward work.
It also covers job design theories like job enlargement and enrichment as well as management by objectives for aligning individual goals with the organization.
Chapter 11 - Motivating for High Performance
This document provides an overview of different motivation theories and how they can be applied in organizations. It discusses content motivation theories like Maslow's hierarchy of needs theory and process motivation theories like expectancy theory. It also covers reinforcement theory and different types of reinforcement. The document seeks to explain these theories and how managers can use them to motivate employees and improve performance.
Motivation
This document provides an overview of various theories of motivation. It discusses early theories like Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Y. It also examines content theories that focus on needs like ERG theory and acquired needs theory. Process theories explained include equity theory, expectancy theory, and reinforcement theory. The document also covers goal-setting theory, job design approaches, and the job characteristics model for designing motivating jobs.
OB Module 3.pptx
This module discusses motivation theories and learning. It covers Vroom's Expectancy Theory of motivation which states that motivation depends on expectancy, instrumentality, and valence. Reinforcement theory is also covered, explaining how positive and negative reinforcement can shape behaviors. Regarding learning, classical conditioning is summarized, including Pavlov's experiment demonstrating how a neutral stimulus can become associated with an unconditioned response.
Motivation moumita
Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
Motivation
Motivation is influenced by cultural and situational factors. There are three elements of work motivation: direction of behavior, level of effort, and level of persistence when facing obstacles. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. Motivation can be intrinsic or extrinsic. Goal setting theory proposes that goals direct behavior when people are aware of goals and accept them. Reinforcement theory states that behaviors are strengthened by their consequences. SAS Institute motivates employees through equitable financial rewards, a supportive work environment, and benefits beyond compensation.
Theories Of Motivation.
Motivation derives from the Latin word "movere", meaning to move. It is the internal condition that activates behavior and gives it direction. Motivation results from an interaction between a person and situation, energizing and directing a person's efforts toward attaining goals. Theories of motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, equity theory, expectancy theory, and goal setting theory. Managers can motivate employees through appropriate rewards programs, job design, recognition, and involvement in decision making. Understanding what motivates individual employees is key to improving performance and productivity in organizations.
MGF1010 Week 8 Tutorial 8
This document summarizes a university lecture on motivation theories. It defines motivation and discusses both content and process theories of motivation. It outlines several key content theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three needs theory. Process theories covered include equity theory and expectancy theory. The document provides examples and explanations of each theory. It also discusses challenges in motivating diverse groups and offers practical suggestions for motivating employees.
Motivation
Motivation at Work discusses various theories of motivation including:
- Maslow's hierarchy of needs which categorizes needs from physiological to self-actualization.
- McGregor's Theory X and Y which view employee motivation differently.
- Herzberg's two-factor theory distinguishing between hygiene and motivation factors.
- Expectancy theory which predicts that effort, performance and rewards influence motivation.
- Equity theory which proposes that people compare their inputs/outcomes to others.
Motivation - Early & contemporary theories of motivation
Motivation - Early & contemporary theories of motivationAl - Qurmoshi Institute of Business Management, Hyderabad
The document discusses several theories of motivation from early and contemporary perspectives. It describes Maslow's hierarchy of needs theory which proposes that lower-level needs must be satisfied before higher-level needs can motivate. Herzberg's two-factor theory distinguishes between motivators like achievement that drive job satisfaction and hygiene factors like salary that prevent dissatisfaction. Contemporary theories discussed include goal-setting theory, reinforcement theory, and expectancy theory which proposes that effort, performance, and rewards are linked.Motivation
Motivation refers to an employee's effort, direction, and persistence toward achieving organizational goals. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. Contemporary theories include Alderfer's ERG theory, McClelland's need for achievement/power/affiliation, goal-setting theory, reinforcement theory, flow theory, intrinsic motivation theory, equity theory, and expectancy theory. Equity theory and expectancy theory focus on how employees evaluate rewards and outcomes compared to inputs and expectations.
Process theories part 1
This document discusses theories of motivation, including:
1) Adams' Equity Theory, which states that motivation is influenced by comparing one's own inputs and outcomes to others.
2) Vroom's Expectancy Theory, which says motivation depends on the desirability of outcomes and is a product of expectancy, instrumentality, and valence. Expectancy is one's belief that effort leads to performance and outcomes. Instrumentality is the belief that outcomes lead to rewards. Valence is the value one places on rewards.
3) Scientific Management Theory by Frederick Taylor focused on applying science to management. It emphasized using science over rules of thumb, cooperation over individualism, matching the right workers to jobs, and developing workers
Theories of Motivation
This document provides an overview of theories of motivation. It discusses several perspectives on motivation, including:
- Content perspectives, such as Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. These perspectives examine what factors motivate people.
- Process perspectives, including expectancy theory and equity theory. These perspectives focus on why people choose certain behaviors to satisfy their needs and how they evaluate need satisfaction.
- Expectancy theory suggests motivation depends on desire and likelihood of achieving goals. Equity theory proposes people seek fair rewards relative to others.
The document analyzes these motivation theories and frameworks in detail over several pages. In summary, it examines key historical and contemporary understandings
FINAL 2 MOTIVATION.pptx
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs theory which proposes humans have five levels of needs from physiological to self-actualization.
2. Hertzberg's two-factor theory which distinguishes between hygiene factors like pay that prevent dissatisfaction and motivators like achievement that create satisfaction.
3. McGregor's Theory X and Theory Y about managerial assumptions regarding employee motivation and participation.
4. Contemporary theories like goal setting theory, reinforcement theory, and job design theories focus on motivating employees through specific goals, consequences of actions, and job characteristics.
Similar to Motivation (20)
MotivationThe reason for peoples actions, willingness and.docx
MotivationThe reason for peoples actions, willingness and.docx
Motivation - Early & contemporary theories of motivation
Motivation - Early & contemporary theories of motivation
More from Puan Fai'zah Sarian
Control & quality
This document defines controlling, quality, total quality management (TQM), and discusses the key aspects of an effective control system and the main ideas of TQM. It defines controlling as assuring actual activities conform to plans, monitoring performance, and taking corrective action. There are three types of control: pre-action, steering, and screening control. An effective control system is accurate, timely, objective, flexible, and utilizes corrective action. Quality is meeting or exceeding customer expectations. TQM is a commitment to continuous improvement through teamwork and a customer-focused approach. The five pillars of TQM are also discussed.
Leadership
This document discusses three major leadership theories: the Great Man theory which believes that leaders are born not made, the behavioral theory which examines leadership behaviors and styles, and the contingency theory which proposes that leadership style depends on the situation. The behavioral theory identified two leadership functions - task-related and group maintenance - which can generate task-oriented or employee-oriented leadership styles. The contingency theory aims to identify which leadership styles are most effective depending on the situation.
Planning
Planning involves determining objectives and strategies to achieve goals. It provides direction, encourages innovation, guides decision making, and facilitates control. Planning is important for organizations as it identifies courses of action, efficiently utilizes resources, and determines opportunities. There are different types of plans including strategic plans and operational plans. Strategic plans are long-term plans made by top management to determine overall objectives and how to achieve them, while operational plans direct day-to-day operations to accomplish strategic objectives. Barriers to effective planning include lack of commitment, unclear objectives, failure to understand scope, and lack of management support. These barriers can be overcome through organized, clear, and participatory planning.
topic 4 : Organizing
Organizing involves structuring relationships between people, work, and facilities to achieve goals. An organizational structure establishes the framework for how managers and subordinates operate. Work is divided among members and grouped according to similar activities and specialist workers to achieve objectives. An organization chart illustrates key aspects of structure including division of work, management hierarchy, work nature, work grouping, and management levels. Organizations determine span of management as either wide (flat) or narrow (steep) and departmentalize by function, product, geography, customer, or matrix. Authority refers to the right to make decisions and direct subordinates' work.
More from Puan Fai'zah Sarian (13)
Recently uploaded
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Transport Solution
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Lithium Will Power Us For The Next 50 Years And Then Robots: Kirill Klip GEM Royalty TNR Gold Lithium Presentation
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Profiles of Iconic Fashion Personalities.pdf
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
2022 Vintage Roman Numerals Men Rings
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【网址🎉ac22.net🎉】
【网址🎉ac22.net🎉】欧洲杯投注是体育博彩和在线赌场之一，得益于UKGC的三项许可。 成立之初是三名博彩公司将40家博彩商店的合并的结果，共同创建一家名为欧洲杯投注的公司。 欧洲杯投注在线赌场为游戏爱好者提供了300多种游戏，其中200多种老虎机，其他游戏包括二十一点，轮盘，真人荷官和真人赌场等。
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
9356872877Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambar.Cover Story - China's Investment Leader - Dr. Alyce SU
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
Recently uploaded (20)
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Motivation
- 3. The willingness to put forth effort in the pursuit of organizational goals (MONDY) Forces either internal or external to a person that influence action to do something
- 5. The Traditional Model The Human Relations Model The Human Resources Model
- 6. The three (3) theories are : • Need theory or content theory • Process theory • Reinforcement theory
- 7. Contemporary views of motivation Need theory / content theory Hierarchy of human needs Two factor theory Theory X & Y Process theory Equity theory Expectancy theory Reinforcement theory
- 9. The study concluded that individuals work satisfaction & dissatisfaction arise from two different sets of factors The factors were : Hygiene factor (dissatisfied) Satisfier factor (motivating)
- 10. Also known as the dissatisfier factor. It is associated with the work setting of an individual, often called job context. Hygiene factor causes feelings of job dissatisfaction The determinants of job dissatisfaction were found to be : Company policy Administrative policies Salary Working conditions
- 11. Also known as motivating factor Satisfier factor causes feelings of satisfaction. The determinants of job satisfaction : Work itself Responsibility Achievement
- 12. The managerial implications associated with the two factor theory are : • Improvements made in the hygiene factors can prevent or eliminate job dissatisfaction. However, they will not improve job satisfaction. • Improvements made in the satisfier factors can increase job satisfaction. However, they will not prevent job dissatisfaction.
- 13. This theory describes the views or perception of managers with regards to their employees. Theory x Theory Y Avoiding work whenever possible Willing to work Irresponsible Willing to accept responsibility Having to be pushed by managers to work Self direction
- 14. Equity theory • A theory of motivation that centers around the principle of balance or equity. • According to this theory level of motivation in an individual is related to his or her perception of equity & fairness practiced by management. • Restoring inequity Change the outcome (rewards) Change the comparison person Leave the situation
- 15. Expectancy theory • Developed by Victor Vroom • A person is motivated to the degree that he or she believes that (1) effort will lead to performance (2) performance will be rewarded (3) the value of the reward is highly positive
- 17. This theory argues that behavior is reinforced & controlled by external events. For example : people will repeat behaviors that are positively rewarded & avoid behaviors that are punished or reinforced to avoid.
- 18. Reinforcement strategies : • Positive reinforcement • Negative reinforcement • Extinction • Punishment
- 19. S : smart M : measurable A : achievable R : realistic T : time related
- 20. A department manager establishes a goal to increase profitability by 10% by the end of December 2013 as compared to profitability in 2006.