Submit Search
Upload
(Mb asubjects.com)ob11 06st
âą
Download as PPT, PDF
âą
0 likes
âą
41 views
International advisers
Follow
chapter 6
Read less
Read more
Education
Report
Share
Report
Share
1 of 23
Download now
Recommended
Ob12 06st
Ob12 06st
Jal Pari
Â
Motivation
Motivation
Ashish Singh
Â
Ob11 06st
Ob11 06st
Knowlittle Matharu
Â
Motivation
Motivation
Rachit Walia
Â
Motivation3
Motivation3
mihacap2004
Â
Lecture 2 motivation for friday 28 aug 2010
Lecture 2 motivation for friday 28 aug 2010
khurram wasim khan
Â
Robbins9 ppt16
Robbins9 ppt16
umar0007
Â
Robbins9 ppt14 behavior
Robbins9 ppt14 behavior
Charles Vincent Perfecto
Â
Recommended
Ob12 06st
Ob12 06st
Jal Pari
Â
Motivation
Motivation
Ashish Singh
Â
Ob11 06st
Ob11 06st
Knowlittle Matharu
Â
Motivation
Motivation
Rachit Walia
Â
Motivation3
Motivation3
mihacap2004
Â
Lecture 2 motivation for friday 28 aug 2010
Lecture 2 motivation for friday 28 aug 2010
khurram wasim khan
Â
Robbins9 ppt16
Robbins9 ppt16
umar0007
Â
Robbins9 ppt14 behavior
Robbins9 ppt14 behavior
Charles Vincent Perfecto
Â
BUS137 Chapter 10
BUS137 Chapter 10
Deborah Oronzio
Â
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Engr Razaque
Â
Management ch16
Management ch16
Fida Karim đ”đ°
Â
Chapter 05 MOTIVATION
Chapter 05 MOTIVATION
Patel Jay
Â
Ch15.pom6
Ch15.pom6
hamna razzaq
Â
Motivation
Motivation
Dr. Naveed Siddiqui
Â
Motivation
Motivation
Andrews.V
Â
Shwetank Khare
Â
Employee Performance in relation to Job Satisfaction
Employee Performance in relation to Job Satisfaction
Etienneka
Â
foundation of Behavior
foundation of Behavior
Abdul Wahab Raza
Â
Understanding Groups and Teams
Understanding Groups and Teams
Abdul Wahab Raza
Â
Robbins9 ppt16
Robbins9 ppt16
Raviraj Prasad Kushwaha
Â
(Mb asubjects.com)ob11 01st
(Mb asubjects.com)ob11 01st
International advisers
Â
Basic motivation concepts
Basic motivation concepts
Ămßƣ ĆpĂ„ĆĆĂžw
Â
Ch9
Ch9
Beacon House
Â
Motivation
Motivation
rakesh m
Â
OB Ch 01.ppt
OB Ch 01.ppt
SmnRaja2
Â
Lecture 2 motivation for friday 28 aug 2010
Lecture 2 motivation for friday 28 aug 2010
khurram wasim khan
Â
Management ch14
Management ch14
julianmillar
Â
Foundation of behaviour
Foundation of behaviour
Aashray For Everyone
Â
Robbins ppt16
Robbins ppt16
Regen Said
Â
Motivation theories (organizational behaviour)2017
Motivation theories (organizational behaviour)2017
sarmd khosa
Â
More Related Content
What's hot
BUS137 Chapter 10
BUS137 Chapter 10
Deborah Oronzio
Â
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Engr Razaque
Â
Management ch16
Management ch16
Fida Karim đ”đ°
Â
Chapter 05 MOTIVATION
Chapter 05 MOTIVATION
Patel Jay
Â
Ch15.pom6
Ch15.pom6
hamna razzaq
Â
Motivation
Motivation
Dr. Naveed Siddiqui
Â
Motivation
Motivation
Andrews.V
Â
Shwetank Khare
Â
Employee Performance in relation to Job Satisfaction
Employee Performance in relation to Job Satisfaction
Etienneka
Â
foundation of Behavior
foundation of Behavior
Abdul Wahab Raza
Â
Understanding Groups and Teams
Understanding Groups and Teams
Abdul Wahab Raza
Â
Robbins9 ppt16
Robbins9 ppt16
Raviraj Prasad Kushwaha
Â
(Mb asubjects.com)ob11 01st
(Mb asubjects.com)ob11 01st
International advisers
Â
Basic motivation concepts
Basic motivation concepts
Ămßƣ ĆpĂ„ĆĆĂžw
Â
Ch9
Ch9
Beacon House
Â
What's hot
(15)
BUS137 Chapter 10
BUS137 Chapter 10
Â
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Â
Management ch16
Management ch16
Â
Chapter 05 MOTIVATION
Chapter 05 MOTIVATION
Â
Ch15.pom6
Ch15.pom6
Â
Motivation
Motivation
Â
Motivation
Motivation
Â
Â
Employee Performance in relation to Job Satisfaction
Employee Performance in relation to Job Satisfaction
Â
foundation of Behavior
foundation of Behavior
Â
Understanding Groups and Teams
Understanding Groups and Teams
Â
Robbins9 ppt16
Robbins9 ppt16
Â
(Mb asubjects.com)ob11 01st
(Mb asubjects.com)ob11 01st
Â
Basic motivation concepts
Basic motivation concepts
Â
Ch9
Ch9
Â
Similar to (Mb asubjects.com)ob11 06st
Motivation
Motivation
rakesh m
Â
OB Ch 01.ppt
OB Ch 01.ppt
SmnRaja2
Â
Lecture 2 motivation for friday 28 aug 2010
Lecture 2 motivation for friday 28 aug 2010
khurram wasim khan
Â
Management ch14
Management ch14
julianmillar
Â
Foundation of behaviour
Foundation of behaviour
Aashray For Everyone
Â
Robbins ppt16
Robbins ppt16
Regen Said
Â
Motivation theories (organizational behaviour)2017
Motivation theories (organizational behaviour)2017
sarmd khosa
Â
Motivation3
Motivation3
mikacap
Â
Basic Motivation Concept and Application
Basic Motivation Concept and Application
Jo Balucanag - Bitonio
Â
(Mba subjects.com) ob 11 01st
(Mba subjects.com) ob 11 01st
International advisers
Â
Ob11 01st
Ob11 01st
sadia sharmin
Â
What is OB-ch 1.ppt
What is OB-ch 1.ppt
munawershan
Â
Organizational behavior course model
Organizational behavior course model
Mostafa Ewees
Â
Management ch14
Management ch14
Fida Karim đ”đ°
Â
Management ch14 (2)
Management ch14 (2)
Fida Karim đ”đ°
Â
Perception and decision making
Perception and decision making
Dr.P. KARTHIKEYAN
Â
Motivation
Motivation
Shivasai Raavi
Â
Ob11 03st
Ob11 03st
sadia sharmin
Â
Ob11 01st
Ob11 01st
Knowlittle Matharu
Â
3545186.ppt
3545186.ppt
MuhammadSubhanAli4
Â
Similar to (Mb asubjects.com)ob11 06st
(20)
Motivation
Motivation
Â
OB Ch 01.ppt
OB Ch 01.ppt
Â
Lecture 2 motivation for friday 28 aug 2010
Lecture 2 motivation for friday 28 aug 2010
Â
Management ch14
Management ch14
Â
Foundation of behaviour
Foundation of behaviour
Â
Robbins ppt16
Robbins ppt16
Â
Motivation theories (organizational behaviour)2017
Motivation theories (organizational behaviour)2017
Â
Motivation3
Motivation3
Â
Basic Motivation Concept and Application
Basic Motivation Concept and Application
Â
(Mba subjects.com) ob 11 01st
(Mba subjects.com) ob 11 01st
Â
Ob11 01st
Ob11 01st
Â
What is OB-ch 1.ppt
What is OB-ch 1.ppt
Â
Organizational behavior course model
Organizational behavior course model
Â
Management ch14
Management ch14
Â
Management ch14 (2)
Management ch14 (2)
Â
Perception and decision making
Perception and decision making
Â
Motivation
Motivation
Â
Ob11 03st
Ob11 03st
Â
Ob11 01st
Ob11 01st
Â
3545186.ppt
3545186.ppt
Â
More from International advisers
SNC 2020 MATHEMATICS Final.pptx
SNC 2020 MATHEMATICS Final.pptx
International advisers
Â
SNC 2020 MATHEMATICS Lesson plan.pptx
SNC 2020 MATHEMATICS Lesson plan.pptx
International advisers
Â
SNC 2020 MATHEMATICS requirment.pptx
SNC 2020 MATHEMATICS requirment.pptx
International advisers
Â
SNC 2020 MATHEMATICS Final final.pptx
SNC 2020 MATHEMATICS Final final.pptx
International advisers
Â
GRAVITATION Day 1 final.pptx
GRAVITATION Day 1 final.pptx
International advisers
Â
GRAVITATION Day 1 sample.pptx
GRAVITATION Day 1 sample.pptx
International advisers
Â
GRAVITATION Day 1 final own voice.pptx
GRAVITATION Day 1 final own voice.pptx
International advisers
Â
RATIO & PROPORTION.pptx
RATIO & PROPORTION.pptx
International advisers
Â
.ppt
.ppt
International advisers
Â
Chapter 19.ppt
Chapter 19.ppt
International advisers
Â
Checks and Balances.ppt
Checks and Balances.ppt
International advisers
Â
AP Gov Federalism Lyberger 2015.pptx
AP Gov Federalism Lyberger 2015.pptx
International advisers
Â
ap gov ppt ch01.ppt
ap gov ppt ch01.ppt
International advisers
Â
Teacher Notes MODULE 25.pptx
Teacher Notes MODULE 25.pptx
International advisers
Â
Teacher Notes MODULE 28.pptx
Teacher Notes MODULE 28.pptx
International advisers
Â
Teacher Notes MODULE 20.pptx
Teacher Notes MODULE 20.pptx
International advisers
Â
Teacher Notes MODULE 21.pptx
Teacher Notes MODULE 21.pptx
International advisers
Â
Teacher Notes MODULE 23.pptx
Teacher Notes MODULE 23.pptx
International advisers
Â
Teacher Notes MODULE 24.pptx
Teacher Notes MODULE 24.pptx
International advisers
Â
Chapter_20.pptx
Chapter_20.pptx
International advisers
Â
More from International advisers
(20)
SNC 2020 MATHEMATICS Final.pptx
SNC 2020 MATHEMATICS Final.pptx
Â
SNC 2020 MATHEMATICS Lesson plan.pptx
SNC 2020 MATHEMATICS Lesson plan.pptx
Â
SNC 2020 MATHEMATICS requirment.pptx
SNC 2020 MATHEMATICS requirment.pptx
Â
SNC 2020 MATHEMATICS Final final.pptx
SNC 2020 MATHEMATICS Final final.pptx
Â
GRAVITATION Day 1 final.pptx
GRAVITATION Day 1 final.pptx
Â
GRAVITATION Day 1 sample.pptx
GRAVITATION Day 1 sample.pptx
Â
GRAVITATION Day 1 final own voice.pptx
GRAVITATION Day 1 final own voice.pptx
Â
RATIO & PROPORTION.pptx
RATIO & PROPORTION.pptx
Â
.ppt
.ppt
Â
Chapter 19.ppt
Chapter 19.ppt
Â
Checks and Balances.ppt
Checks and Balances.ppt
Â
AP Gov Federalism Lyberger 2015.pptx
AP Gov Federalism Lyberger 2015.pptx
Â
ap gov ppt ch01.ppt
ap gov ppt ch01.ppt
Â
Teacher Notes MODULE 25.pptx
Teacher Notes MODULE 25.pptx
Â
Teacher Notes MODULE 28.pptx
Teacher Notes MODULE 28.pptx
Â
Teacher Notes MODULE 20.pptx
Teacher Notes MODULE 20.pptx
Â
Teacher Notes MODULE 21.pptx
Teacher Notes MODULE 21.pptx
Â
Teacher Notes MODULE 23.pptx
Teacher Notes MODULE 23.pptx
Â
Teacher Notes MODULE 24.pptx
Teacher Notes MODULE 24.pptx
Â
Chapter_20.pptx
Chapter_20.pptx
Â
Recently uploaded
Earth Day Presentation wow hello nice great
Earth Day Presentation wow hello nice great
YousafMalik24
Â
Introduction to AI in Higher Education_draft.pptx
Introduction to AI in Higher Education_draft.pptx
pboyjonauth
Â
CARE OF CHILD IN INCUBATOR..........pptx
CARE OF CHILD IN INCUBATOR..........pptx
GaneshChakor2
Â
Introduction to ArtificiaI Intelligence in Higher Education
Introduction to ArtificiaI Intelligence in Higher Education
pboyjonauth
Â
Hierarchy of management that covers different levels of management
Hierarchy of management that covers different levels of management
mkooblal
Â
ECONOMIC CONTEXT - PAPER 1 Q3: NEWSPAPERS.pptx
ECONOMIC CONTEXT - PAPER 1 Q3: NEWSPAPERS.pptx
iammrhaywood
Â
Painted Grey Ware.pptx, PGW Culture of India
Painted Grey Ware.pptx, PGW Culture of India
Virag Sontakke
Â
Presiding Officer Training module 2024 lok sabha elections
Presiding Officer Training module 2024 lok sabha elections
anshu789521
Â
Biting mechanism of poisonous snakes.pdf
Biting mechanism of poisonous snakes.pdf
adityarao40181
Â
How to Make a Pirate ship Primary Education.pptx
How to Make a Pirate ship Primary Education.pptx
manuelaromero2013
Â
POINT- BIOCHEMISTRY SEM 2 ENZYMES UNIT 5.pptx
POINT- BIOCHEMISTRY SEM 2 ENZYMES UNIT 5.pptx
Sayali Powar
Â
Types of Journalistic Writing Grade 8.pptx
Types of Journalistic Writing Grade 8.pptx
Eyham Joco
Â
Roles & Responsibilities in Pharmacovigilance
Roles & Responsibilities in Pharmacovigilance
SamikshaHamane
Â
9953330565 Low Rate Call Girls In Rohini Delhi NCR
9953330565 Low Rate Call Girls In Rohini Delhi NCR
9953056974 Low Rate Call Girls In Saket, Delhi NCR
Â
Enzyme, Pharmaceutical Aids, Miscellaneous Last Part of Chapter no 5th.pdf
Enzyme, Pharmaceutical Aids, Miscellaneous Last Part of Chapter no 5th.pdf
Sumit Tiwari
Â
Pharmacognosy Flower 3. Compositae 2023.pdf
Pharmacognosy Flower 3. Compositae 2023.pdf
Mahmoud M. Sallam
Â
KSHARA STURA .pptx---KSHARA KARMA THERAPY (CAUSTIC THERAPY)ââââIMP.OF KSHARA ...
KSHARA STURA .pptx---KSHARA KARMA THERAPY (CAUSTIC THERAPY)ââââIMP.OF KSHARA ...
M56BOOKSTORE PRODUCT/SERVICE
Â
Model Call Girl in Bikash Puri Delhi reach out to us at đ9953056974đ
Model Call Girl in Bikash Puri Delhi reach out to us at đ9953056974đ
9953056974 Low Rate Call Girls In Saket, Delhi NCR
Â
Model Call Girl in Tilak Nagar Delhi reach out to us at đ9953056974đ
Model Call Girl in Tilak Nagar Delhi reach out to us at đ9953056974đ
9953056974 Low Rate Call Girls In Saket, Delhi NCR
Â
OS-operating systems- ch04 (Threads) ...
OS-operating systems- ch04 (Threads) ...
Dr. Mazin Mohamed alkathiri
Â
Recently uploaded
(20)
Earth Day Presentation wow hello nice great
Earth Day Presentation wow hello nice great
Â
Introduction to AI in Higher Education_draft.pptx
Introduction to AI in Higher Education_draft.pptx
Â
CARE OF CHILD IN INCUBATOR..........pptx
CARE OF CHILD IN INCUBATOR..........pptx
Â
Introduction to ArtificiaI Intelligence in Higher Education
Introduction to ArtificiaI Intelligence in Higher Education
Â
Hierarchy of management that covers different levels of management
Hierarchy of management that covers different levels of management
Â
ECONOMIC CONTEXT - PAPER 1 Q3: NEWSPAPERS.pptx
ECONOMIC CONTEXT - PAPER 1 Q3: NEWSPAPERS.pptx
Â
Painted Grey Ware.pptx, PGW Culture of India
Painted Grey Ware.pptx, PGW Culture of India
Â
Presiding Officer Training module 2024 lok sabha elections
Presiding Officer Training module 2024 lok sabha elections
Â
Biting mechanism of poisonous snakes.pdf
Biting mechanism of poisonous snakes.pdf
Â
How to Make a Pirate ship Primary Education.pptx
How to Make a Pirate ship Primary Education.pptx
Â
POINT- BIOCHEMISTRY SEM 2 ENZYMES UNIT 5.pptx
POINT- BIOCHEMISTRY SEM 2 ENZYMES UNIT 5.pptx
Â
Types of Journalistic Writing Grade 8.pptx
Types of Journalistic Writing Grade 8.pptx
Â
Roles & Responsibilities in Pharmacovigilance
Roles & Responsibilities in Pharmacovigilance
Â
9953330565 Low Rate Call Girls In Rohini Delhi NCR
9953330565 Low Rate Call Girls In Rohini Delhi NCR
Â
Enzyme, Pharmaceutical Aids, Miscellaneous Last Part of Chapter no 5th.pdf
Enzyme, Pharmaceutical Aids, Miscellaneous Last Part of Chapter no 5th.pdf
Â
Pharmacognosy Flower 3. Compositae 2023.pdf
Pharmacognosy Flower 3. Compositae 2023.pdf
Â
KSHARA STURA .pptx---KSHARA KARMA THERAPY (CAUSTIC THERAPY)ââââIMP.OF KSHARA ...
KSHARA STURA .pptx---KSHARA KARMA THERAPY (CAUSTIC THERAPY)ââââIMP.OF KSHARA ...
Â
Model Call Girl in Bikash Puri Delhi reach out to us at đ9953056974đ
Model Call Girl in Bikash Puri Delhi reach out to us at đ9953056974đ
Â
Model Call Girl in Tilak Nagar Delhi reach out to us at đ9953056974đ
Model Call Girl in Tilak Nagar Delhi reach out to us at đ9953056974đ
Â
OS-operating systems- ch04 (Threads) ...
OS-operating systems- ch04 (Threads) ...
Â
(Mb asubjects.com)ob11 06st
1.
ORGANIZATIONAL BEHAVIORORGANIZATIONAL BEHAVIOR S
T E P H E N P. R O B B I N SS T E P H E N P. R O B B I N S E L E V E N T H E D I T I O NE L E V E N T H E D I T I O N W W W . P R E N H A L L . C O M / R O B B I N SW W W . P R E N H A L L . C O M / R O B B I N S© 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 6 Basic Motivation Concepts
2.
© 2005 Prentice
Hall Inc. All rights reserved. 6â2 Defining MotivationDefining Motivation Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries Motivation The processes that account for an individualâs intensity, direction, and persistence of effort toward attaining a goal.
3.
© 2005 Prentice
Hall Inc. All rights reserved. 6â3 Hierarchy of Needs Theory (Maslow)Hierarchy of Needs Theory (Maslow) Hierarchy of Needs Theory There is a hierarchy of five needsâphysiological, safety, social, esteem, and self-actualization; as each need is substantially satisfied, the next need becomes dominant. Self-Actualization The drive to become what one is capable of becoming.
4.
© 2005 Prentice
Hall Inc. All rights reserved. 6â4 Theory X and Theory Y (Douglas McGregor)Theory X and Theory Y (Douglas McGregor) Theory X Assumes that employees dislike work, lack ambition, avoid responsibility, and must be directed and coerced to perform. Theory Y Assumes that employees like work, seek responsibility, are capable of making decisions, and exercise self-direction and self-control when committed to a goal.
5.
© 2005 Prentice
Hall Inc. All rights reserved. 6â5 Two-Factor Theory (Frederick Herzberg)Two-Factor Theory (Frederick Herzberg) Two-Factor (Motivation-Hygiene) Theory Intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. Hygiene Factors Factorsâsuch as company policy and administration, supervision, and salaryâthat, when adequate in a job, placate workers. When factors are adequate, people will not be dissatisfied.
6.
© 2005 Prentice
Hall Inc. All rights reserved. 6â6 ERG Theory (Clayton Alderfer)ERG Theory (Clayton Alderfer) Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. ERG Theory There are three groups of core needs: existence, relatedness, and growth.
7.
© 2005 Prentice
Hall Inc. All rights reserved. 6â7 David McClellandâs Theory of NeedsDavid McClellandâs Theory of Needs nAch nPow nAff Need for Achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed. Need for Affiliation The desire for friendly and close personal relationships. Need for Power The need to make others behave in a way that they would not have behaved otherwise.
8.
© 2005 Prentice
Hall Inc. All rights reserved. 6â8 Cognitive Evaluation TheoryCognitive Evaluation Theory Cognitive Evaluation Theory Providing an extrinsic reward for behavior that had been previously only intrinsically rewarding tends to decrease the overall level of motivation. The theory may only be relevant to jobs that are neither extremely dull nor extremely interesting.
9.
© 2005 Prentice
Hall Inc. All rights reserved. 6â9 Goal-Setting Theory (Edwin Locke)Goal-Setting Theory (Edwin Locke) Goal-Setting Theory The theory that specific and difficult goals, with feedback, lead to higher performance. Self-Efficacy The individualâs belief that he or she is capable of performing a task. Factors influencing the goalsâperformance relationship: Goal commitment, adequate self-efficacy, task characteristics, and national culture.
10.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 10 Reinforcement TheoryReinforcement Theory Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. The assumption that behavior is a function of its consequences.
11.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 11 Job Design TheoryJob Design Theory Characteristics: 1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Feedback Characteristics: 1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Feedback Job Characteristics Model Identifies five job characteristics and their relationship to personal and work outcomes.
12.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 12 Job Design Theory (contâd)Job Design Theory (contâd) ï Job Characteristics Model â Jobs with skill variety, task identity, task significance, autonomy, and for which feedback of results is given, directly affect three psychological states of employees: âą Knowledge of results âą Meaningfulness of work âą Personal feelings of responsibility for results â Increases in these psychological states result in increased motivation, performance, and job satisfaction.
13.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 13 Job Design Theory (contâd)Job Design Theory (contâd) Skill Variety The degree to which a job requires a variety of different activities. Task Identity The degree to which the job requires completion of a whole and identifiable piece of work. Task Significance The degree to which the job has a substantial impact on the lives or work of other people.
14.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 14 Job Design Theory (contâd)Job Design Theory (contâd) Autonomy The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. Feedback The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.
15.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 15 Computing a Motivating Potential ScoreComputing a Motivating Potential Score People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work outcome variables rather than influencing them directly. People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work outcome variables rather than influencing them directly.
16.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 16 Job Design Theory (contâd)Job Design Theory (contâd) Concept: Employee attitudes and behaviors are responses to social cues by others. Concept: Employee attitudes and behaviors are responses to social cues by others. Social Information Processing (SIP) Model The fact that people respond to their jobs as they perceive them rather than to the objective jobs themselves.
17.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 17 Social Information Processing Model (SIP)Social Information Processing Model (SIP) ï Concepts of the SIP Model â Employees adopt attitudes and behaviors in response to the social cues provided by others (e.g., coworkers) with whom they have contact. â Employeesâ perception of the characteristics of their jobs is as important as the actual characteristics of their jobs.
18.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 18 Equity TheoryEquity Theory Referent Comparisons: Self-inside Self-outside Other-inside Other-outside Referent Comparisons: Self-inside Self-outside Other-inside Other-outside Equity Theory Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.
19.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 19 Equity Theory (contâd)Equity Theory (contâd) Choices for dealing with inequity: 1. Change inputs (slack off) 2. Change outcomes (increase output) 3. Distort/change perceptions of self 4. Distort/change perceptions of others 5. Choose a different referent person 6. Leave the field (quit the job) Choices for dealing with inequity: 1. Change inputs (slack off) 2. Change outcomes (increase output) 3. Distort/change perceptions of self 4. Distort/change perceptions of others 5. Choose a different referent person 6. Leave the field (quit the job)
20.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 20 Equity Theory (contâd)Equity Theory (contâd) Propositions relating to inequitable pay: 1. Overrewarded hourly employees produce more than equitably rewarded employees. 2. Overrewarded piece-work employees produce less, but do higher quality piece work. 3. Underrewarded hourly employees produce lower quality work. 4. Underrewarded employees produce larger quantities of lower-quality piece work than equitably rewarded employees Propositions relating to inequitable pay: 1. Overrewarded hourly employees produce more than equitably rewarded employees. 2. Overrewarded piece-work employees produce less, but do higher quality piece work. 3. Underrewarded hourly employees produce lower quality work. 4. Underrewarded employees produce larger quantities of lower-quality piece work than equitably rewarded employees
21.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 21 Equity Theory (contâd)Equity Theory (contâd) Distributive Justice Perceived fairness of the amount and allocation of rewards among individuals. Procedural Justice The perceived fairness of the process to determine the distribution of rewards.
22.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 22 Expectancy TheoryExpectancy Theory Expectancy Theory (Victor Vroom) The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.
23.
© 2005 Prentice
Hall Inc. All rights reserved. 6â 23 Expectancy Theory RelationshipsExpectancy Theory Relationships ï EffortâPerformance Relationship â The probability that exerting a given amount of effort will lead to performance. ï PerformanceâReward Relationship â The belief that performing at a particular level will lead to the attainment of a desired outcome. ï RewardsâPersonal Goals Relationship â The degree to which organizational rewards satisfy an individualâs goals or needs and the attractiveness of potential rewards for the individual.
Download now