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Employee Motivation - 1
Employee Motivation - 1
1. Characterize the nature of motivation, including its importance and basic historical perspectives.
2. Identify and describe the major content perspectives on motivation. 3. Identify and describe the major process perspectives on motivation. 4. Describe reinforcement perspectives on motivation. 5. Identify and describe popular motivational strategies. 6. Describe the role of organizational reward systems in motivation.
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Performance-to-Outcome Expectancy
The employees perception of the probability that performance will lead to a specific outcomethe consequence or reward for behaviors in an organizational setting.
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Types of rewards:
Extrinsic rewards are outcomes set and awarded by external parties (e.g., pay and promotions). Intrinsic rewards are outcomes internal to the individual (e.g., self-esteem and feelings of accomplishment).
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Individuals view the value of rewards (outcomes) and inputs of effort as ratios and make subjective comparisons of themselves to other people. outcomes (self) inputs (self) = outcomes (other) inputs (other)
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Feeling over-rewarded.
Increase or decrease inputs. Distort ratios by rationalizing. Help the object person gain more outcomes.
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Characteristics of Goals
Goal difficulty
Extent to which a goal is challenging and requires effort. People work harder to achieve more difficult goals. Goals should be difficult but attainable.
Goal specificity
Clarity and precision of the goal. Goals vary in their ability to be stated specifically
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Goal commitment
The extent to which an individual is personally interested in reaching a goal.
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Avoidance
Strengthens behavior by avoiding unpleasant consequences that would result if the behavior is not performed.
Punishment
Weakens undesired behavior by using negative outcomes or unpleasant consequences when the behavior is performed.
Extinction
Weakens undesired behavior by simply ignoring or not reinforcing that behavior.
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Participation
Giving employees a voice in making decisions about their work.
Decentralization
Changing the overall method of organizing the firm
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Key Terms
motivation content perspectives Maslows hierarchy of needs ERG theory of motivation two-factor theory of motivation need for affiliation need for achievement need for power process perspectives expectancy theory effort-to-performance expectancy outcomes valence equity theory avoidance positive reinforcement extinction variable-ratio schedule variable-interval schedule participation
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Key Terms
behavior modification (OB Mod) compressed work schedule job sharing telecommuting merit pay plan reward system piece-rate incentive plan gainsharing programs Scanlon plan
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