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MOTIVATION (DOUGLAS MCGREGOR TWO DIFFERENT VIEWS (THEORY X- NEGATIVE,…
MOTIVATION
DOUGLAS MCGREGOR TWO DIFFERENT VIEWS
THEORY X- NEGATIVE, EMPLOYEES NOT LIKE TO WORK AND TRY TO AVOID IT.
THEORY Y- POSITIVE, EMPLOYEES LIKE WORK. THEY ARE RESPONSIBLE.
MOTIVATION THEORIST TALK ABOUT
INTRINSIC MOTIVATORS
COMES FROM INTERNAL DESIRE AND PERSONAL SATISFACTION
EXTRINSIC MOTIVATORS
COMES FROM OUTSIDE AND INCLUDE THINGS SUCH AS PAY, BONUS AND REWARDS
IT INCLUDES INTENSITY, HOW HARD PERSON TRIES AND DIRECTION, PERSISTENCE TOWARDS A GOAL
HOW DOES EXPECTANCY THEORY WORK FOCUS ON
EXPECTANCY- GOOD PERFORMANCE
INSTRUMENTALITY-ORGANISATIONAL REWARDS
VALENCE- PERSONAL GOALS
ASK EMPLOYEES WHAT REWARD THEY WANT
IMPROVING ASPECTS OF EXPECTANCY THEORY
EMPLOYEES HAVE SKILL FOR THE TASK
PROVIDE TRAINING
ASSIGN READ TASK AND GOAL
INSTRUMENTAL ASPECTS
OBSERVE AND RECOGNIZE PERFORMANCE
DELIVER REWARDS AS PROMISED
GOAL SETTING MOTIVATE THEORY
GOAL DIRECT ATTENTION
GOALS REGULATE EFFORT
INCREASE PERSISTENCE
SELF EFFICACY THEORY- IT STATES THAT INDIVIDUAL IS CAPABLE OF PERFORMING TASK
FAIR PROCESS AND TREATMENT
DISTRIBUTIVE JUSTICE- ALLOCATION OF REWARDS AMONG INDIVIDUALS
ORGANISATIONAL JUSTICE- OVERALL PERCEPTION OF WHAT IS FAIR IN THE WORKPLACE
MODAL OF ORGANISATIONAL JUSTICE
DISTRIBUTIVE, PROCEDURAL AND INTERACTIONAL JUSTICE
THE ROLE OF MONEY- MONEY IS IMPORTANT FOR ATTRACTING EMPLOYEES BUT FOR RETAINING THEM REWARDS AND RECOGNIZATION.
2010 STUDY- PERSON SATISFY WITH PAY LEVEL BUT NOT HAVE JOB SATISFACTION.
2011 STUDY- MONEY IS NOT THE SOLE MOTIVATION FOR GENERATION Y AND BABY BOOMER EMPLOYEES
VARIABLE PAY PROGRESS AND IMPROVING PRODUCTIVITY
REWARDS PROGRESS
BASED ON INDIVIDUAL OR PERFORMANCE
PIECE RATE PAY PLAN - EMPLOYEES PAID A FIXED SUM FOR EACH UNIT OF PRODUCTION COMPLETED
MERIT BASED PAY PLAN- REWARDS BASED ON PERFORMANCE APPRAISAL RATING
MOTIVATING BEYOND PRODUCTIVITY
COMMISSIONS BEYOND SALES
LEADERSHIP EFFECTIVENESS
NEW GOALS
KNOWLEDGE WORKERS IN TEAMS
COMPETENCY AND SKILLS OF EMPLOYEES
NEEDS THEORIES OF MOTIVATION
MASHOW'S HIERARCHY OF NEEDS, ALDERFER'S ERG THEORY, HERZBERG'S MOTIVATION, HYGIENE THEORY
MASHOW'S THEORY
PHYSIOLOGICAL, SAFETY, SOCIAL, ESTEEM, SELF-ACTUALIZATION
EGR THEORY
CLAYTON ALDERFER REWORKED MASLOW'S HIERARCHY OF NEEDS TO ALIGN IT MORE CLOSELY WITH THE EMPIRICAL RESEARCH
EXISTENCE
RELATEDNESS AND GROWTH
MOTIVATED HYGIENE THEORY- A PERSON'S ATTITUDE TOWARDS THEIR GOAL WHICH CAN DETERMINE SUCCESS OR FAILURE
HYGIENE FACTOR- AS LONG AS THERE IS A GOOD BUSINESS STRUCTURE, EMPLOYEES WILL BE SATISFIED
MCCLELLAND'S THEORY OF NEEDS
FOCUS ON THREE NEEDS
NEED FOR ACHIEVEMENT, NEED FOR POWER, NEED FOR AFFILIATION
DESIGNING MOTIVATING JOBS
JOB CHARACTERISTICS MODEL (JCM)
CORE JOB DIMENSIONS
SKILL VARIETY
TASK IDENTITY
TASK SIGNIFICANCE
AUTONOMY
FEEDBACK
CRITICAL PSYCHOLOGICAL STATES
EXPERIENCED MEANINGFULNESS OF THE WORK
EXPERIENCED RESPONSIBILITY FOR OUTCOMES OF THE WORK
KNOWLEDGE OF THE ACTUAL RESULTS OF WORK ACTIVITIES
CREATE THE CONDITIONS FOR AUTHENTIC MOTIVATION
ENCOURAGE COLLABORATION
ENHANCE CONTENT
PROVIDE CHOICE