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Chapter 4: Motivating Self and Others (Motivation (Theory Y Assumptions…
Chapter 4: Motivating Self and Others
Cognitive Evaluation Theory
Self Determination Theory
Extrinsic rewards for effort decrease motivation if intrinsical rewards were previously present
If a freely done task becomes an obligation than it ruins motivation
People prefer to feel they have control
Equity
Interactional Justice
Procedural Justice
Organizational Justice
Distributive Justice
Expectancy Theory
Individuals act depending on
Whether that outcome is attractive to them
Whether good performance will lead to a given outcome
Whether effort will lead to good performance
McClelland's Theory of Needs
Need for Affliiation
Need for Power
Need for achievement
Equity Theory
Individuals are concerned with equal reward for equal effort
Goal Setting Theory
Specific and difficult goals lead to higher performance
Motivation Hygiene Theory
Hygiene Factors: Sources of Satisfaction
Unhappy relations, poor working conditions, company policy
Sources of Satsfaction: Achievement, Recognition, Responsibility
Alderfer's ERG Theroy
Growth
Relatedness
Existance
Maslows Hierachy of Needs
Self actualization
Esteem
Social
Safety
Physiological
Motivation
Process Theories: Actual ways in which we, and others can be motivated
Needs theories: Needs that must be met in order to motivate
Extrinsic Motivators - comes from external factors
Intrinsic motivators - person's internal desire to do something
Theory Y Assumptions
Exercise self-direction and control
Creative and seek responsibility
Employees like to work
Theory X Assumptions
Employees coerced, controlled, threatened, etc, if under performance
Employees attempt to avoid work
Employees dislike work
The Intensity, direction, and persistance of effort a person shows in reaching a goal
Persistance: How long effort is maintained
Direction: Where effort is channeled
Intensity: How hard a person tries