Robbins eob9 inst_ppt_05
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The document outlines key concepts and theories related to motivation in organizational behavior. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory distinguishing motivators and hygiene factors. Goal-setting theory proposes that specific, difficult goals lead to higher performance. Self-efficacy theory addresses an individual's belief in their own capabilities. Expectancy theory explains that motivation depends on the expectation, instrumentality, and valence of outcomes. Theories may not apply equally across cultures. Managers should consider goal setting, organizational justice, and matching jobs to complexity levels to increase motivation and productivity.
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Carrot and Stick Theory
Vroomโs Expectancy Theory
Equity Theory
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[1]
This document summarizes several theories of motivation:
1. Early theories including Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's needs theory are discussed.
2. Contemporary theories covered include cognitive evaluation theory, goal-setting theory, self-efficacy theory, equity theory, and expectancy theory.
3. Key implications for managers are to recognize individual differences, use goals and feedback, and allow employee participation in decisions affecting them to maximize motivation.
Lussier3e ch12
This document discusses various theories of motivation and how they relate to job performance. It covers content theories like Maslow's hierarchy of needs theory and ERG theory, process theories like equity theory and expectancy theory, and reinforcement theory. The document also discusses how companies can apply these motivation concepts, such as through goal-setting, rewards, and praise.
Motivation
Motivation refers to the drives and forces that activate and direct behavior. There are many theories that attempt to explain what motivates individuals and how motivation can be used effectively in organizations. Some key motivation theories discussed in the document include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, expectancy theory, goal setting theory, and reinforcement theory. The document also discusses various motivation strategies used in organizations such as management by objectives.
Stu R C8e Ch15
The document outlines learning topics on motivation from several chapters including:
- Defining motivation and discussing early theories like Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory
- Contemporary theories like McClelland's three needs, goal-setting theory, reinforcement theory, and the job characteristics model
- Issues of motivation including expectancy theory, equity theory, and challenges of motivating diverse groups
Week 5 2010
The document discusses several theories of motivation including:
1) Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs.
2) McGregor's Theory X and Theory Y which describe authoritarian vs. participative management styles.
3) Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
4) McClelland's needs theory of achievement, power, and affiliation.
5) Goal-setting theory which found that specific, difficult goals lead to higher performance.
Ob 8
This document discusses several theories of motivation:
- Maslow's hierarchy of needs identifies physiological, safety, social, esteem, and self-actualization needs that motivate human behavior.
- McGregor's Theory X and Theory Y describe assumptions about employee motivation and behavior in the workplace.
- Herzberg's two-factor theory distinguishes between intrinsic job factors like achievement that motivate employees and extrinsic job factors like pay that cause dissatisfaction.
- Other theories discussed include ERG theory, McClelland's needs theory, goal-setting theory, and equity theory.
Ch05
This document discusses different theories of motivation. It covers:
1) Maslow's hierarchy of needs theory which identifies 5 levels of individual needs.
2) Equity theory which states that people are motivated to behave in ways that restore or maintain fairness in relationships.
3) Expectancy theory which says motivation is a function of expectancy, instrumentality, and valence. It explains how expectations of rewards influence motivation.
4) Goal-setting theory which found that specific, challenging goals lead to higher motivation and performance compared to vague goals, especially with feedback.
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.
Management chap 9
The document outlines a course on principles of management, including 14 chapters that will be covered throughout the semester. It provides the dates that each chapter will be discussed and lists assignments that will be given in groups. One of the chapters discussed is on human factors and motivation. It covers several theories of motivation, including: McGregor's Theory X and Y, Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, expectancy theory, equity theory, goal setting theory, and Skinner's reinforcement theory. Group assignments include topics related to various chapters like portfolio analysis, planning for a new company, and controls.
Motivation3
The document discusses several major theories of motivation:
1) Need theories like Maslow's hierarchy of needs and Herzberg's two-factor theory examine how satisfying different human needs impacts motivation.
2) Expectancy theory and equity theory are cognitive approaches that analyze how employees' perceptions of outcomes and fairness influence their motivation levels.
3) Goal setting theory proposes that specific, challenging goals increase employee effort, performance, and persistence over time.
4) Reinforcement theory views motivation as sustained by environmental rewards and punishments that strengthen desirable behaviors and weaken undesirable ones over the long run.
Motivation3
The document discusses several major theories of motivation used in organizational behavior, including:
- Need theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, which focus on how individual needs influence motivation.
- Cognitive theories like expectancy theory and equity theory, which examine how individuals' thoughts and perceptions impact motivation levels.
- Goal setting theory, which proposes that setting specific, difficult goals increases effort, performance, and persistence over time.
- Reinforcement theory, which suggests rewards and reinforcements can shape behaviors and sustain motivation long-term through behavior modification.
Motivation Yourslef
This chapter discusses theories of motivation and how to motivate employees. It covers several motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, expectancy theories, goal setting theories, and equity theories. It also discusses the role of reinforcement, rewards, and punishment. Overall, the chapter suggests that understanding motivation requires considering individual and situational factors, and that managers should focus on setting clear goals, ensuring fair treatment of employees, and allowing employee participation and autonomy.
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