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Chapter 4 Theories of Motivation (Putting it all together (employess…
Chapter 4
Theories of Motivation
process theories of motivation
goal-setting
specifid and difficult goal
goals setting
SMART
direct attention
regulate effort
increase persisitence
encourage the development
promotion focus vs prevention
type self-efficacy
vicarious modelling
verbal persuasion
arousal
enactive mastery
expectancy
perfor-reward
instrumentality
rewards-personal goals
valence
effort-performance
expecetancy
reineforcement
types of reinforcement
punishment
positive
extinction
negative
schedules
intermittent
variable-interval
fixed-ratio
fixed-interval
variable-ratio
continuous
motivation for whom
litter concer employees
mannager get productivity
responses to the reward system
fair process and treatment
organizational justice
procedural
informational
distributive
interpersonal
self-determination
intrinsic motivators
sense of competence
meaningfulness
progress
sense of choice
exrinsic
equity theory
equity comparisons
self-outside
other-inside
other-outside
self-inside
responses to inequity
adjust perceptions ot self
adjust perceptions of others
change outcomes
choose different referent
change inputs
leave the field
Needs theories of motivation
herzbergs' motivation-hygiene
Motivaators
no satisf
satisfaction
Hygiene factors
dissatisfaction
no dissatisf
McClelland
power
affiliation
need for achievement
maslow's hierarchy
social
culture
safety
job security
esteem
recognition
physiological
salary and rewards
self-actualization
results
what is motivation
theory X assumptions vs Y
intrinsic vs extrinsic
intensity, direction, persistence
Putting it all together
employess participate in decisions that affect them
link rewards to performance
use goals andfeedback
chech the system for equity
recognize individual differences
Locke's model of goal setting
performance feedback