Professional Documents
Culture Documents
Behavior, 8e
Schermerhorn, Hunt, and
Osborn
Prepared by
Michael K. McCuddy
Valparaiso University
Motivation.
Direction.
– An individual’s choice when presented with a
number of possible alternatives.
Level.
– The amount of effort a person puts forth.
Persistence.
– The length of time a person stays with a given
action.
Reinforcement theories.
– Emphasize the linkage between individual
behavior and specific outcomes.
– Focus on observable behavior and outcomes.
– Managers can alter the outcomes to influence
direction, level, and persistence of motivation.
Content theories.
– Focus on individual physiological and
psychological needs.
– Manager’s job is to create a work environment
that responds positively to individual needs.
Process theories.
– Focus on the cognitive processes that
influence behavior.
– Examines why a person behaves in particular
ways relative to available outcomes.
Reinforcement.
– The administration of a consequence as a
result of a behavior.
– Proper management of reinforcement can
change the direction, level, and persistence of
an individual’s behavior.
Operant conditioning.
– The process of controlling behavior by
manipulating its consequences.
– Focuses on the interplay of antecedents,
behavior, and consequences.
Shaping behavior.
– The creation of a new behavior by the positive
reinforcement of successive approximations
leading to the desired behavior.
– Behavior is shaped gradually rather than
changed all at once.
Negative reinforcement.
– Also known as avoidance.
Punishment.
– The administration of negative consequences
or the withdrawal of positive consequences to
reduce the likelihood of repeating the behavior
in similar settings.
Hygiene factors.
– Sources of job dissatisfaction.
– Associated with the job context or work
setting.
– Improving hygiene factors prevent people
from being dissatisfied but do not contribute to
satisfaction.
Organizational Behavior: Chapter 6 44
What do the content theories suggest
about individual needs and motivation?
Motivator factors.
– Sources of job satisfaction.
– Associated with the job content.
– Building motivator factors into the job enables
people to be satisfied.
– Absence of motivator factors in the job results
in low satisfaction, low motivation, and low
performance.
Organizational Behavior: Chapter 6 45
What do the content theories suggest
about individual needs and motivation?
Research evidence on two-factor theory.
– Theory may be method bound.
– Theory fails to:
• Account for individual differences.
• Link motivation and needs to both satisfaction and
performance.
• Consider cultural and professional differences.
– These failures also apply to other content
theories.
cont.
– Overpayment and underpayment results are
closely tied to individualistic cultures.
– Collectivist cultures emphasize equality rather
than equity.
Organizational Behavior: Chapter 6 52
What do the process theories suggest
about individual motivation?
Expectancy theory.
– Developed by Victor Vroom.
– A person’s motivation is a multiplicative
function of:
• Expectancy.
• Instrumentality
• Valence.
Job satisfaction.
– The degree to which individuals feel
positively or negatively about their jobs.
– Job satisfaction can be assessed:
• By managerial observation and interpretation.
• Through use of job satisfaction questionnaires.
Amount &
Individual schedule of
attributes contingent
Performance
Satisfaction
extrinsic
Motivation
rewards
Work
effort Equity
needed comparison