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Motivation and Job Satisfaction - Coggle Diagram
Motivation and Job Satisfaction
Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work.
Content theories.
Focus on profiling the needs that people seek to fulfill.
Process theories.
Focus on people’s thought or cognitive processes.
Reinforcement theories.
Emphasize controlling behavior by manipulating its consequences.
ERG theory.
Existence needs.
Desire for physiological and material well-being.
Relatedness needs.
Desire for satisfying interpersonal relationships.
Growth needs.
Desire for continued personal growth and development.
Need for achievement (nAch).
The desire to do something better or more efficiently, to solve problems, or to master complex tasks.
Need for affiliation (nAff).
The desire to establish and maintain friendly and warm relations with others.
Need for power (nPower).
The desire to control others, to influence their behavior, or to be responsible for others.
Theory X
Assumes that workers have little ambition, dislike work, avoid responsibility, and require close supervision.
Theory Y
Assumes that workers can exercise self-direction, desire responsibility, and like to work.
Assumption:
Motivation is maximized by participative decision making, interesting jobs, and good group relations
Equity theory.
People gauge the fairness of their work outcomes in relation to others.
Felt negative inequity.
Individual feels he/she has received relatively less than others in proportion to work inputs.
Felt positive inequity.
Individual feels he/she has received relatively more than others in proportion to work inputs.
Distributive justice
The perceived fairness of the amount and allocation of rewards among individuals (i.e., who received what).
Procedural justice
The perceived fairness of the process use to determine the distribution of rewards (i.e., how who received what).