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MOTIVATION AND SATISFACTION - Coggle Diagram
MOTIVATION AND SATISFACTION
what is motivation
refers to forces within an individual that account for the level, direction, and persistence of effort expended at work.
:check: Direction: an individual’s choice when presented with a number of possible alternatives.
:check: Level: the amount of effort a person
:check: Persistence: the length of time a person stays with a given action.
Categories of motivation theories
content
:<3: theories{Focus on profiling the needs that people seek to fulfill}
:<3: process theories{Focus on people’s thought or cognitive processes}
:<3: reinforcement theories{Emphasize controlling behavior by manipulating its consequences}
What do the content theories suggest about individual needs and motivation?
major content theories
Hierarchy of needs theory
ERG theory.
Existence needs.
:check: Desire for physiological and material well-being.
Relatedness needs.
:check: Desire for satisfying interpersonal relationships.
Growth needs.
:check: Desire for continued personal growth and development.
Acquired needs theory.
Need for achievement
:check: The desire to do something better or more efficiently, to solve problems, or to master complex tasks.
Need for affiliation
:check: The desire to establish and maintain friendly and warm relations with others.
Need for power
:check: The desire to control others, to influence their behavior, or to be responsible for others.
Two-factor theory.
Each theory offers a slightly different view.
content theories
What do the process theories suggest about individual motivation?
Process theories.
:<3: Focus on the thought processes through which people choose among alternative courses of action.
:<3: The chapter focuses on two process theories:
-Equity theory.
-Expectancy theory.
Equity theory.
:check: People gauge the fairness of their work outcomes in relation to others.
:check: Felt negative inequity.
:check:Felt positive inequity.
:check: Distributive justice
:check: Procedural justice
Expectancy Theory
:check: States that an individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.
:check: The key to the theory is understanding and managing employee goals and the linkages among and between effort, performance, and rewards.
Effort:
:star: employee abilities and training/development
:star: Performance valid appraisal systems
:star: Rewards (goals): understanding employee needs
What is job satisfaction and how is it related to performance?
Job satisfaction
:check: The degree to which individuals feel positively or negatively about their jobs
Five facets of job satisfaction:
-The work itself
-Quality of supervision
-Relationships with co-workers
-Promotion opportunities
-Pay
Argument: satisfaction causes performance
:check: Managerial implication — to increase employees’ work performance, make them happy
:check: Job satisfaction alone is not a consistent predictor of work performance
Argument: performance causes satisfaction
:check: Managerial implication — help people achieve high performance, then satisfaction will follow
:check: Performance in a given time period is related to satisfaction in a later time period
:check: Rewards link performance with later satisfaction
Argument: rewards cause both satisfaction and performance
:check: Managerial implications.