Motivation Concepts
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In this ppt, a brief introduction of motivation is provided. motivation concepts are also provided in the form of theories of motivation. About 6 theories of motivation are explained in this ppt. six theories includes maslow hierarchy theory, need for achievement theory, self-determination theory, job engagement, goal-setting theory, self-efficacy theory.
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Motivation
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, love, esteem and self-actualization needs.
2. McGregor's Theory X and Theory Y which propose negative and positive views of employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene and motivator factors.
It also discusses McClelland's need for achievement, power and affiliation theories and cognitive evaluation theory about the interaction between intrinsic and extrinsic motivation. Goal setting theory emphasizes that specific, difficult goals with feedback improve performance.
Theories of Motivation
This document discusses various theories of motivation including instinct, drive-reduction, arousal, incentive, and cognitive approaches. It describes Maslow's hierarchy of needs which posits that lower physiological and safety needs must be met before higher needs of belongingness, esteem and self-actualization. Secondary drives like achievement, affiliation and power are also influential factors. Personality traits like locus of control and types A/B also impact motivation. The document provides an overview of major theories and factors that influence human motivation.
Motivation
The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
Motivation ppt @ bec doms bagalkot
The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
Motivation theroy
This document discusses different theories of motivation. It begins by defining motivation as consisting of intensity, direction, and persistence of effort toward a goal. It then outlines several needs theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that lower level needs must be satisfied before higher level needs motivate. Herzberg's theory distinguishes between hygiene factors that prevent dissatisfaction and motivation factors that increase satisfaction. The document also discusses process theories including expectancy theory, which ties motivation to expectations of rewards, and goal setting theory, which proposes that specific, difficult goals improve performance through increased effort, attention, and persistence.
Motivation concept
The document summarizes several theories of motivation. It begins by defining motivation and its key elements: intensity, direction, and persistence of effort. It then outlines early motivation theories proposed by Maslow, Alderfer, McGregor, Herzberg, and McClelland. Contemporary theories discussed include self-determination theory, goal-setting theory, management by objectives, self-efficacy theory, reinforcement theory, and equity theory. Key aspects of self-determination theory and Locke's goal-setting theory are also summarized.
Motivation
The document discusses different definitions and theories of motivation. Scott defines motivation as stimulating people to action to accomplish goals, while McFarland defines it as how desires, aspirations, and needs direct behavior. Motivation is an essential aspect of human resource management and activates better job performance and productivity. Characteristics of motivation include it being personal, continuous, complex, goal-oriented, and having intrinsic and extrinsic factors. Motivation leads to effective utilization of resources, willingness to work, acceptance of change, and organizational effectiveness. Theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Strategies for improving motivation involve financial rewards and non-financial approaches like participation and job enrichment.
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Motivation
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, love, esteem and self-actualization needs.
2. McGregor's Theory X and Theory Y which propose negative and positive views of employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene and motivator factors.
It also discusses McClelland's need for achievement, power and affiliation theories and cognitive evaluation theory about the interaction between intrinsic and extrinsic motivation. Goal setting theory emphasizes that specific, difficult goals with feedback improve performance.
Theories of Motivation
This document discusses various theories of motivation including instinct, drive-reduction, arousal, incentive, and cognitive approaches. It describes Maslow's hierarchy of needs which posits that lower physiological and safety needs must be met before higher needs of belongingness, esteem and self-actualization. Secondary drives like achievement, affiliation and power are also influential factors. Personality traits like locus of control and types A/B also impact motivation. The document provides an overview of major theories and factors that influence human motivation.
Motivation
The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
Motivation ppt @ bec doms bagalkot
The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
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This document discusses different theories of motivation. It begins by defining motivation as consisting of intensity, direction, and persistence of effort toward a goal. It then outlines several needs theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that lower level needs must be satisfied before higher level needs motivate. Herzberg's theory distinguishes between hygiene factors that prevent dissatisfaction and motivation factors that increase satisfaction. The document also discusses process theories including expectancy theory, which ties motivation to expectations of rewards, and goal setting theory, which proposes that specific, difficult goals improve performance through increased effort, attention, and persistence.
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The document summarizes several theories of motivation. It begins by defining motivation and its key elements: intensity, direction, and persistence of effort. It then outlines early motivation theories proposed by Maslow, Alderfer, McGregor, Herzberg, and McClelland. Contemporary theories discussed include self-determination theory, goal-setting theory, management by objectives, self-efficacy theory, reinforcement theory, and equity theory. Key aspects of self-determination theory and Locke's goal-setting theory are also summarized.
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The document discusses different definitions and theories of motivation. Scott defines motivation as stimulating people to action to accomplish goals, while McFarland defines it as how desires, aspirations, and needs direct behavior. Motivation is an essential aspect of human resource management and activates better job performance and productivity. Characteristics of motivation include it being personal, continuous, complex, goal-oriented, and having intrinsic and extrinsic factors. Motivation leads to effective utilization of resources, willingness to work, acceptance of change, and organizational effectiveness. Theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Strategies for improving motivation involve financial rewards and non-financial approaches like participation and job enrichment.
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The document discusses motivation, defining it as factors that energize human and animal behavior. It describes positive and negative motivation, intrinsic and extrinsic motivation, and several theories of motivation including expectancy theory, drive reduction theory, Maslow's hierarchy of needs, goal setting theory, and McClelland's theory of needs. Key motivators are achievement, power, and affiliation. Demotivating factors and benefits of motivation are also outlined.
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs before moving on to safety, social, esteem and self-actualization needs. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that create job satisfaction, and hygiene factors like company policies that prevent dissatisfaction. Both theories have been widely studied but lack strong evidence and may oversimplify human motivation, which can vary between individuals and cultures. Overall, they recognize motivation as internal rather than dependent solely on external factors.
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Douglas McGregor’s Theory X and Theory Yconcluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and he or she tends to mold his or her behavior toward employees according to these assumptions.
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Motivation refers to the internal and external factors that drive goal-directed behavior. It arises from a person's needs and desires and inspires them to achieve their goals. Motivation has several key functions - it gets us started on tasks, keeps us engaged, and helps us achieve our objectives. Motives vary between individuals and can change over time or situation. They are hierarchical, with basic needs like food and safety being more important motivators than complex needs like personal growth. Motivation theories include content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, process theories like Vroom's expectancy theory, and contemporary theories like equity theory. Motivation impacts team behavior by directing actions, increasing effort and
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The document summarizes several theories of motivation:
1. Early or content theories focused on what motivates individuals and included Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's acquired needs theory.
2. Contemporary or process theories examined the actual process of motivation and included cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and Vroom's expectancy theory.
3. Theories such as self-efficacy, goal-setting, and expectancy provided insights into how motivation can be enhanced through an individual's beliefs, goal-setting, and expectations
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs before moving on to safety, social, esteem and self-actualization needs. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that create job satisfaction, and hygiene factors like company policies that prevent dissatisfaction. Both theories have been widely studied but lack strong evidence and may oversimplify human motivation, which can vary between individuals and cultures. Overall, they recognize motivation as internal rather than dependent solely on external factors.
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Douglas McGregor’s Theory X and Theory Yconcluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and he or she tends to mold his or her behavior toward employees according to these assumptions.
Theory X assumptions are basically negative. Employees inherently dislike work and, whenever possible, will attempt to avoid it.Since employees dislike work, they must be coerced, controlled, or threatened with punishment. Employees will avoid responsibilities and seek formal direction whenever possible.Most workers place security above all other factors and will display little ambition.
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The document discusses concepts and theories related to employee motivation. It outlines program objectives to understand past, present, and future trends in motivation; develop leadership skills; and problem solve how to motivate employees. Key concepts covered include McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory regarding what motivates and satisfies employees.
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Motivation refers to the internal and external factors that drive goal-directed behavior. It arises from a person's needs and desires and inspires them to achieve their goals. Motivation has several key functions - it gets us started on tasks, keeps us engaged, and helps us achieve our objectives. Motives vary between individuals and can change over time or situation. They are hierarchical, with basic needs like food and safety being more important motivators than complex needs like personal growth. Motivation theories include content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, process theories like Vroom's expectancy theory, and contemporary theories like equity theory. Motivation impacts team behavior by directing actions, increasing effort and
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The document summarizes several theories of motivation:
1. Early or content theories focused on what motivates individuals and included Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's acquired needs theory.
2. Contemporary or process theories examined the actual process of motivation and included cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and Vroom's expectancy theory.
3. Theories such as self-efficacy, goal-setting, and expectancy provided insights into how motivation can be enhanced through an individual's beliefs, goal-setting, and expectations
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This document summarizes several theories of motivation:
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2. Herzberg's two-factor theory distinguishes between motivational factors like challenging work that increase job satisfaction, and hygiene factors like salary that prevent dissatisfaction.
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Motivation refers to the internal and external factors that drive individuals to achieve goals. Several theories attempt to explain motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Alderfer's ERG theory condensed Maslow's model into three core needs of existence, relatedness, and growth. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Effective leadership motivates followers by fulfilling task and relationship functions through functional behaviors rather than dysfunctional behaviors.
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This document discusses different theories of motivation. It describes Maslow's hierarchy of needs, which posits that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivator factors like achievement that increase satisfaction. Expectancy theory proposes that motivation depends on the perceived value of rewards, the effort required to attain them, and the likelihood of receiving rewards for one's performance. Goal-setting theory suggests that specific, difficult goals that provide feedback can direct and sustain effort over time to improve performance.
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Motivation theories can be categorized as either content theories, which focus on internal factors like needs and emotions, or process theories, which examine how motivation influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Important process theories are Vroom's expectancy theory, goal setting theory, and equity theory. These theories provide frameworks to understand what motivates individuals and how their motivation can be influenced.
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The present ppt explains the concept of motivation, Features and significance of motivation, Process of motivation and theories of motivation such as Maslow's need hierarchy theory, Herzberg hygiene theory, McCellend Theory, ERG Theory, Vroom Expectany theory, Carrot and Stick Theory, Theory X and Theory Y, Theory Z
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This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, Alderfer's ERG theory, Vroom's expectancy theory, Porter and Lawler's model, equity theory, attribution theory, and goal setting theory as ways to understand what motivates individual and workplace behavior. It also covers how motivation relates to job design and performance management in organizations.
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1. The document discusses motivation in the context of education and communication technology. It defines motivation as the reason for people's actions, willingness, and goals. Motivation comes from internal forces like needs, desires, and goals as well as external forces like rewards and punishments.
2. The document outlines different theories of motivation including Maslow's hierarchy of needs and intrinsic vs extrinsic motivation. It also discusses the elements, characteristics, qualities, and process of motivation.
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1) Several early theories of motivation are discussed, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory.
2) Contemporary motivation theories explained include goal-setting theory, cognitive evaluation theory, self-determination theory, and expectancy theory.
3) Goal-setting theory proposes that specific, difficult goals lead to higher performance when employees are committed to the goals and receive feedback. Management by objectives is an application of goal-setting theory.
Motivation and behaviour
This document defines motivation and discusses various theories and techniques related to motivation. It begins by defining motivation as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. It then discusses needs, drives, incentives and various factors that stimulate motivation. Several theories of motivation are outlined, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. The document also discusses techniques for motivation, including using a needs-based approach, training to set realistic aspirations, participation, and audiovisuals. It concludes by discussing how to motivate different types of employees and outlining key behavioral skills related to motivation.
Employee Motivation (Business Psychology)
Motivation theories try to explain what drives employee behavior and performance. Maslow's hierarchy of needs proposes that lower-level needs like physiological and safety must be met before higher-level needs like esteem and self-actualization can motivate. Herzberg's two-factor theory separates job satisfaction and dissatisfaction into motivators like achievement and hygiene factors like salary. McClelland's learned needs theory identifies achievement, power, and affiliation as key motivators that can be assessed and developed. Effective goal setting ensures goals are specific, relevant, and challenging to improve employee effort, performance, and commitment.
Motivation and Theories of Motivation
This document discusses various theories of motivation. It begins by defining motivation and describing its importance for job performance. It then outlines several prominent content theories of motivation, including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, and Herzberg's two-factor theory. Next, it examines process theories like McClelland's need theory. The document concludes by analyzing criticisms of Maslow's theory and providing a case study example. Overall, the document provides a comprehensive overview of seminal motivation theories within industrial and organizational psychology.
Motivation
This slide goes through various aspects of motivation and how can employee be motivated is explained here.
Motivation
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
Leading (complete)
This was for our reporting in our management subject. It also includes communication, authority, power, and influence.
Leading (complete) and management
This is for our reporting on our management subject. This also includes communication, authority, power, influence, and its connection to management.
Motivating Employees
The processes that account for an individual’s intensity, direction, and persistence of effort toward achieving a goal
Motivetheories
This document provides an overview of motivation theories and models. It defines motivation and discusses key motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's need theory. It also summarizes motivation models such as Alderfer's ERG theory and job characteristics model. The document examines how these theories relate to important workplace outcomes and the causes and correlates of job satisfaction.
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Motivation Concepts
- 1. MOTIVATION PRESENTED TO: PRESENTED BY: DR. LUXMI INDU GOYAL UBS,PU MBA-HR(1ST) 1
- 2. “The process that account for an individual’s intensity, direction, and persistent of effort toward attaining a goal.” 2 Key elements: Intensity: How hard a person tries. Direction: In which direction person is making efforts. Persistent: How long a person can maintain efforts.
- 3. 4 Early Theories of Motivation: Maslow’s need Hierarchy Macgregor's Theories X & Y Herzberg’s two factors theory McClelland’s Theory of Needs
- 4. 5 Self-Actualization: Pursue inner talent, creativity, fulfillment Esteem: Respect, mastery, achievement, recognition Social: Family, friends, spouse, lover Safety: Security, stability, freedom from fear Physiological: Food, water, shelter, warmth Maslow’s Hierarchy of Needs LowerHigher
- 5. 6 You have a ball and 5 targets. Each target is farther away than the last. Target A is an easy task.- Rs.20 Target B – 80% chance – Rs.40 Target C – 50% chance – Rs.80 Target D – 20% chance – Rs.160 Target E – 1% chance - Rs.320 Which one would you go for? mcclelland’s Theory of Needs
- 6. 7 McClelland’s Theory of Needs states that there are 3 important needs that help in explaining motivation : Need for Achievement(nAch) is the drive to excel, to achieve in relationship to a set of standards and to strive to succeed. Need for Power(nPow) is the need to make others behave in a manner in which they would not have behaved otherwise. Need for Affiliation(nAff) is the desire for friendly and close interpersonal relationships. nAch nPow nAff
- 7. Contemporary Theories of Motivation: Self-Determination Theory Job Engagement Goal-Setting Theory Self-Efficacy Theory Equity Theory/Organizational Justice Expectancy Theory Reinforcement Theory 8
- 8. 9 Self-Determination Theory A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation. • Major Implications for Work Rewards: -Intrinsic and extrinsic rewards are not independent -Extrinsic rewards may decrease intrinsic rewards -Goal setting is more effective in improving motivation -Verbal rewards increase intrinsic motivation; tangible rewards reduce it
- 9. Job engagement Theory The investment of an employee’s physical, cognitive, and emotional energies into job performance. What makes people more likely to be engaged in their jobs? Employee Believes Job characteristics Access to Resources Leadership Behavior Match between individual’s values and organization's values 1 0
- 10. Goal-setting Theory 11 A theory of motivation which says that specific and difficult goals, with feedback, lead to higher performance. Why are people motivated by difficult goals? Challenging goals get our attention & help us focus. Difficult goals energize us We persist in trying to attain them Help us to discover strategies Factor effecting Goal- Performance relationship: Individual Ability Feedback Goal commitment Task characteristics National culture
- 11. Specific Goals Difficult Committed to achieving Accepted Participation in setting Self-Efficacy Motivation(intention to work toward goal) National culture High performance & goal achievement •Goals are public •Individual has internal locus of control •Self-set goals Self generated feedback on progress 12
- 12. MANAGEMENT BY OBJECTIVE XYZ Company Consumer products division Production Sales Customer services Industrial products division Marketing Research Development 1 3
- 13. 1 4 Self efficacy theory Self-efficacy theory, also known as social cognitive theory or social learning theory, refers to an individual’s belief that he or she is capable of performing a task. Ways of increasing self-efficacy: 1) Enactive mastery – Past Experience 2) Vicarious modeling – Someone other is doing the same work 3) verbal persuasion – Someone convince you that you have necessary skills 4) Arousal – Someone boost up you
- 14. Joint Effects of Goals and Self-Efficacy on Performance Individual has confidence that given level of performance will be attained (self-efficacy) Managers sets difficult, specific goal for job or task Individual sets higher personal (self-set) goal for their performance Individual has higher level of job or task performance 15
- 15. 16