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Chapter 7: Motivation Concepts

Chapter 7: Motivation Concepts. LO 1. Key Elements of Motivation. The three key elements of motivation are: Intensity : concerned with how hard a person tries. Direction : the orientation that benefits the organization.

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Chapter 7: Motivation Concepts

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  1. Chapter 7: Motivation Concepts

  2. LO 1 Key Elements of Motivation • The three key elements of motivation are: • Intensity: concerned with how hard a person tries. • Direction: the orientation that benefits the organization. • Persistence: a measure of how long a person can maintain his/her effort.

  3. LO 2 Marlow’s Hierarchy of Needs

  4. LO 2 Theory X and Theory Y • Theory X assumptions are basically negative. • Employees inherently dislike work and must be coerced into performing. • Theory Y assumptions are basically positive. • Employees can view work as being as natural as rest or play.

  5. LO 2 Herzberg’s Two-Factor Theory

  6. LO 2 McClelland’s Theory of Needs • The theory focuses on three needs: • Need for achievement (nAch) • Need for power (nPow) • Need for affiliation (nAfl)

  7. LO 3 Self-Determination Theory • Proposes that people prefer to feel they have control over their actions. • Self-determination theory acknowledges that extrinsic rewards can improve even intrinsic motivation under specific circumstances. • Self-concordance: considers how strongly people’s reasons for pursuing goals are consistent with their interests and core values.

  8. LO 4 Job Engagement • Job engagement isthe investment of an employee’s physical, cognitive, and emotional energies into job performance. • What makes people more engaged in their job? • The degree to which an employee believes it is meaningful to engage in work. • A match between the individual’s values and the organization’s. • Leadership behaviors that inspire workers to a greater sense of mission.

  9. LO 5 Goal-Setting Theory, • Goal-Setting Theory : Goals tell an employee what needs to be done and how much effort is needed. • Three other factors influencing the goals-performance relationship: • Goal commitment • Task characteristics • National culture

  10. LO 5 Self-Efficacy Theory • Self-efficacy theory is an individual’s belief that he or she is capable of performing a task. • Enactive mastery • Vicarious modeling • Verbal persuasion • Arousal • Also known as social cognitive theory and social learning theory.

  11. LO 5 Joint Effects of Goals and Self-Efficacy Theory

  12. LO 5 Reinforcement Theory • Reinforcement theory: behavior is a function of its consequences. • Operant conditioning theory: people learn to behave to get something they want or to avoid something they don’t want. • B.F. Skinner’s behaviorism

  13. LO 5 Social-learning theory • Social-learning theory: we can learn through both observation and direct experience. • Models are central, and four processes determine their influence on an individual: • Attentional processes • Retention processes • Motor reproduction processes • Reinforcement processes

  14. LO 6 Equity Theory

  15. LO 6 Organizational Justice as a Refinement of Equity Theory

  16. LO 7 Expectancy Theory

  17. LO 8 Compare Contemporary Theories of Motivation

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