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MOTIVATION (DOUGLAS McGREGOR'S TWO DISTINCT VIEWS (NEEDS THEORIES OF…
MOTIVATION
DOUGLAS McGREGOR'S TWO DISTINCT VIEWS
THEORY X AND THEORY Y
EXTRINSIC MOTIVATORS- THAT COMES FROM OUTSIDE THE PERSON AND INCLUDES BONUSES AND REWARDS
INTRINSIC MOTIVATORS- INTERNAL DESIRE TO DO SOMETHING DUE TO INTEREST, CHALLENGE AND PERSONAL SATISFACTION
NEEDS THEORIES OF MOTIVATION
NEED THEORIES
MASLOW'S HIERARCHY OF NEEDS
PHYSIOLOGICAL, SAFETY, SOCIAL, ESTEEM, SELF ACTUALIZATION
LOWER ORDER NEEDS
HIGHER ORDER NEEDS
ERG THEORY- THERE ARE THREE GROUPS OF CORE NEEDS- EXISTENCE, RELATEDNESS AND GROWTH
MOTIVATION HYGIENE THEORY-HYGIENE FACTORS- COMPANY POLICY AND ADMINISTRATION, SUPERVISION AND SALARY
ALDERFER'S ERG THEORY
HERZBERG'S MOTIVATION-HYGIENE THEORY
MCCLELLAND'S THEORY OF NEEDS
NEED OF ACHIEVEMENT
NEED OF POWER
NEED FOR AFFILIATION
PROCESS THEORIES
INDIVIDUAL INTENSITY,DIRECTION AND PERSISTENCE OF EFFORT TOWARDS REACHING GOAL
MOTIVATING BEYOND PRODUCTIVITY
COMMISSIONS BEYOND SALES
LEADERSHIP EFFECTIVENESS
NEW GOALS
KNOWLEDGE WORKERS IN TEAM
COMPENTENCY
DESIGNING MOTIVATING JOBS
CORE JOB DIMENSIONS
SKILL VARIETY
TASK IDENTITY
TASK SIGNIFICANCE
AUTONOMY
FEEDBACK
CRITICAL PSYCHOLOGICAL STATES
EXPERIENCED MEANINGFULNESS OF THE WORK
KNOWLEDGE OF THE ACTUAL RESULTS OF THE WORK ACTIVITIES
EXPERIENCED RESPONSIBILITY FOR OUTCOMES OF THE WORK
PROVIDE PERFORMANCE FEEDBACK
REWARDS
ABOLISH INCENTIVE PAY
RE-EVALUATE EVALUATION
HOW DOES GOAL SETTING MOTIVATE
GOAL DIRECT ATTENTION
GOALS INCREASE PERSISTENCE
IT ENCOURAGE THE DEVELOPMENT OF STRATEGIES AND ACTION PLANS
GOALS REGULATE EFFORT
SELF EFFICACY THEORY
EQUITY THEORY
WHAT HAPPEN WHEN SOMEONE TREATED INEQUITABLY
CHANGE THEIR INPUTS
CHANGE THEIR OUTCOMES
ADJUST PERCEPTION OF SELF
ADJUST PERCEPTION OF OTHERS
CHOOSE A DIFFERENT REFERENT
LEAVE THE FIELD
FAIR PROCESS AND TREATMENT
DISTRIBUTIVE JUSTICE
ORGANIZATIONAL JUSTICE
DISTRIBUTIVE JUSTICE
PROCEDURAL JUSTICE
INTERACTIONAL JUSTICE
SELF DETERMINATION THEORY
COGNITIVE EVALUATION THEORY
EXTRINSIC VS. INTRINSIC REWARDS
INCREASING INTRINSIC MOTIVATION
SENSE OF CHOICE
SENSE OF COMPETENCE
SENSE OF MEANINGFULNESS
SENSE OF PROGRESS
CREATING A MOTIVATING WORKPLACE
THE ROLE OF MONEY
EMPLOYEE ROCOGNITION- SHOWING PEOPLE THAT THEY MATTER
VARIABLE PAY PROGRAMS AND IMPROVING PRODUCTIVITY
TEAM WORK AND UNIONS
INDIVIDUAL BASED INCENTIVES
PIECE RATE WAGES
MERIT BASED PAY
BONUS
GROUP BASED INCENTIVES
GAINSHARING
ORGANISATIONAL BASED INCENTIVES
PROFIT SHARING PLANS
STOCK OPTIONS (ESOP)
PROCESS THEORIES OF MOTIVATION
HOW DOES IT WORK
EXPECTANCY- E=0
EFFORT PERFORMANCE RELATIONSHIP
PERFORMANCE REWARDS RELATIONSHIP
REWARDS PERSONAL GOALS RELATIONSHIP
INSTRUMENTALLY-I=0
VALENCE-V=1
GOAL SETTING THEORY- IT SAYS THAT DIFFICULT GOALS LEAD TO HIGHER PERFORMANCE
GOAL- INDIVIDUAL TRYING TO ACCOMPLISH
MANAGEMENT BY OBJECTIVES (MBO)
CONTRASTING VIEWS OF SATISFACTION AND DISSATISFACTION
TRADITIONAL VIEW
DISSATISFACTION
SATISFACTION