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Motivation - Coggle Diagram
Motivation
Contemporary Theories of Motivation
Expectancy Theory
An individual tends to act in a certain way based on the expectation that the act will be followed by a desired outcome.
Expectancy is effort performance linkage.
Instrumentality is the performance-reward linkage.
Valence is the attractiveness of the reward.
Job Characteristic
Based on five core job dimension that are used to design motivating jobs.
Goal Setting
Specific goals increase performance, and difficult goals, when accepted. Result in higher performance than do easy goals.
Include intention to work toward a goal as a major source of job motivation.
Specific hard goals to produce higher levels of output than generalized goals
Equity Theory
Focuses on how employees compare their inputs-outcomes ratios to relevant other’s ratios.
Definition - The process by which a person’s efforts are energized, directed and sustained toward attaining a goal
Energy : a measure of intensity or drive
Persists : Putting forth effort to achieve
Direction : Direct high level of effort needs in way to organization achieve goals.
Early Theories of Motivation (1950s & 1960s)
McCelland’s Three-Needs Theory
Abraham Maslow
Hierarchy of five human needs physiological, safety, social, esteem and self-actualization.
Lower-order satisfied predominantly externally.
Higher-order satisfied internally.
Herzberg’s Two-Factor Theory
-Theory X: Negative view.
Little ambition, dislike work, want to avoid responsibility, and need to be closely controlled to work effectively.
Theory Y: Positive view.
Enjoy work, accept responsibility and exercise self-direction.
To maximize employee use Theory Y.
McGregor’s Theory X and Theory Y
Motivation-hygiene theory.
Propose that intrinsic factors are related to job satisfaction and motivation.