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Week 6 - Willpower and Work Motivation - Coggle Diagram
Week 6 - Willpower and Work Motivation
Motivation
Intensity, direction and persistence of effort to reach a goal
Theory X
Employees dislike work, must be coerced and controlled to perform
Management style has significantly negative impact of employee satisfaction with leader
Theory Y
Employees like to work, are creative, seek responsibility, self direction
Management significantly and positively associated with employee satisfaction with leader, affective commitment and OCB
Expectancy Theory
Expectance: exerting a certain amount of effort will lead to desired performance level
Instrumentality: Performing at a particular level will lead to certain reward from the org
Valence: Estimate of the extent to which org rewards can satisfy one's needs or are attractive to the person
Equity Theory
Employees compare inputs invested and outcomes received to those of other workers
Self-determination Theory
Two general types of motivated behaviours
Intrinsic Motivators: person's internal desire to do something
Extrinsic Motivators: Motivators from outside the person
Cognitive Evaluation Theory
Goal Setting Theory
Self-efficacy
Goal orientation
Learning goal orientation: see task as opportunity to acquire new skills and knowledge - better than performance goal orientation for output
Performance goal orientation: focus on demonstrating performance to prove competence and avoid failure
Job Characteristic Model
Skill Variety
scope of skills involved in job
Task Identity
extent to which one is involved in all parts of an end product
Task Significance
meaningfulness of the job
Autonomy
amount of freedom one has
Feedback
amount receives
Self-Regulation
Refraining from impulsive tendencies and behaving rationally
Two system
Cool system: cognitive, emotionally neutral, strategic
Hot system: implusive, passion, reflexive
Regulatory Focus
Promotion Focus
Emphasising growth and opportunity pursuing positive outcomes
Focus on ideals, see gain as success, non-gain as failure, senstive to positive outcomes
Prevention Focus
Emphasising safety and security and minimising negative outcomes
Focus on duties and obligations, senstive to negative outcomes and setbacks, see non-loss as success, and loss as failure