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Motivation - Coggle Diagram
Motivation
Process based Models
of Motivation
Expantancy Model
The expectancy model suggests
that motivation to
expend effort to do something is
determined by three
basic individual perceptions.
The perception that rewards are attached to performance.
The perception that the outcomes, or rewards, are valuable to the individual.
The perception that effort will lead to performance.
Equity Model
Equity model focuses on an individual’s feelings
about how fairly he or she is
treated in comparison with others.
They also have a perception of the ratio of everyone else’s inputs to outcomes.
Then, each person compares his or her own ration to that of everyone else.
People have a perception of the ratio of their inputs compared to their own outcomes in a situation.
Goal Setting
A process intended to increase efficiency and effectiveness by specifying the desired outcomes toward which individuals, groups, departments, and organizations work.
Provide challenges and standards against which the individual can be assessed.
Define what is important and provide a framework for planning.
Guide and direct behavior toward overall organizational goals and strategies.
Reinforcement Theory
Based on the idea that people learn to repeat behaviours that are positively rewarded (reinforced) and avoid behaviours that are punished (not reinforced).
The application of reinforcement theory is frequently called behaviour modification because it involves changing one’s own behavior or the behaviour of someone else.
Using Behaviour
Modification
The reason is that the intent of applying the concepts is to change or modify, one’s own, or someone else’s behaviour.
Hopefully, managers reward behaviour of employees that is desirable for the organization (high performance) and ignore behaviour that is not, or even punish it.
The application of Reinforcement Theory is called behavior modification.
Herzberg's Two-Factor Model
Motivator factors
Related to job content or what people
actually do in their work.
Hygiene factors
Associated with the job context in
which the job is performed.
Increasing Desired
Behaviour
Positive Reinforcement
The administration of positive and rewarding consequences following a desired behaviour.
Eg: Bonus, higher pay, promotions
Negative Reinforcement
Also called avoidance learning, strengthens desired behaviour by allowing escape from an undesirable consequence.
Eg: Salesman avoid from being transferred for not reaching sales quota.
Decreasing Undesirable
Behaviour
Extinction
The withdrawal of the positive reward or reinforcing consequences for an undesirable behaviour.
Eg:An employee is continually praised for the promptness in which he completes his work for several months, but receives no praise in subsequent months for such behavior, his desirable behaviors may diminish.
Punishment
The administration of negative consequences following undesirable behaviour.
Eg: Suspending an employee without pay for violating work rules.