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CHAPTER 5: MOTIVATION IN THE WORKPLACE, 4 Theories such as - Coggle Diagram
CHAPTER 5: MOTIVATION IN THE WORKPLACE
Definition
: Desire or want that energizes and directs goal-oriented behavior
CHALLENGES OF MOTIVATING EMPLOYEES
:
Revised employment relationship
Flatter organizations
Changing workforce
NEEDS BASED THEORIES:
PROCESS THEORIES OF MOTIVATION
: A process theories about work motivation focus on how workers make choices among alternative behaviours and level of efforts
Behaviors that people believe will lead to desired outcomes
Outcomes & Valences
P-to-O Expectancy
E-to-P Expectancy
PRACTICES AND REALITY OF EXPECTANCY THEORY
Strength : It predicts employee motivation in different cultures
Limitation : It ignores the central role of emotion in employee effort and behavior
DISTRIBUTIVE JUSTICE & EQUITY THEORY
Those with greatest need should receive more outcomes than others with less need
People should be paid in proportion to their contribution
Everyone in the group should receive the same outcomes
ELEMENTS OF EQUITY:
Comparison other
person/people against whom we compare our ratio
not easily identifiable
Equity evaluation
compare outcome/input ratio with the comparison other
Outcome / input ratio :
inputs -- what employee contributes (skill)
outcomes -- what employee receives (pay)
MEANING OF MONEY
:
Money has multiple meanings
Symbol of success
Reinforcer and motivator
Source of reduced anxiety
Meaning of money varies
Higher value to men then to women
Cross-cultural differences
TYPES OF REWARDS
:
Job Status Reward
Competencies Reward
Membership and seniority Reward
Performance-based Reward
4 Theories such as
MASLOW’S HIERARCHY OF NEEDS:
Belongingness
Safety
Esteem
Physiological
Self-actual-ization
INNATE HUMAN DRIVES
Drive to Bond
Drive to Learn
Drive to Acquire
Drive to Defend
ERG
Relatedness
Growth
Existence
MC CLELLAND
Need for affiliation (nAff)
Need for power (nPow)
Need for achievement (nAch)