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Understanding People in Public Org. (Motivation) - Coggle Diagram
Understanding People
in Public Org.
(Motivation)
Work
Motivation
Context
The turbulent, sporadic decision-making processes
relatively complex and constraining structures
vague goals
multiple, conflicting, and often abstract values
external political climate
Concept
Measuring
Job motivation scale
Work motivation scale
Reward expectancies
Intrinsic motivation scale
Peer evaluation
Motivation to join VS Motivation to work well
Operation
Content Theories
Needs, Motives, and Rewards
that affect Motivation
Maslow: Needs Hierarchy
Higher-order needs
McGregor: Theory Y
Herzberg: Two-Factor Theory
Hygiene factors and motivators
McClelland:
Needs for Achievement, Power, and Affiliation
Adams: Equity Theory
Process Theories
Psychological and Behavioral processes
behind motivation
Expectancy Theory
Operant Conditioning Theory
and Behavior Modification
Social Learning Theory
Goal-Setting Theory
Methods to enhance WM
Improved performance appraisal systems
Merit pay and pay-for-performance systems
Broadbanding or paybanding pay systems
Bonus and award systems
Profit-sharing and gain-sharing plans
Participative management and decision making
Work enhancement
Quality of Work Life (QWL) programs
and Quality Circles (QCs)
Work
Impetuses
Human Needs
& Values
Rokeach
(1973)
Instrumental values
Terminal values
Maslow's
needs hierarchy
different between low level and high level employees
Incentives
Extrinsic & Intrinsic Incentives
Increasing the importance of intrinsic incentives in work
Herzberg, Mausner, Peterson, and
Capwell (1957)
average rated importance
security, interest, opportunityfor advancement, company andmanagement, intrinsic aspects of job, wages, supervision, social aspects, working conditions, communication, hours, ease, benefits
Clark and Wilson (1961),
Wilson (1973)
material
Tangible rewards
solidary
Intangible incentives without monetary
value
purposive
Intangible rewards that derive from satisfaction of contributing to worthwhile cause
PSM
Definition
Perry & Wise (1990)
affective motives
instrumental motives
norm-based motives
Categories
patriots
work for causes related to the public good
samaritans
strong motivation to help other people
communitarians
motivated to perform civic duties
humanitarians
strong motivation to pursue social justice
Other factors
whistle-blowing
job satisfaction
performance
“motivation crowding”
pay can diminish intrinsic motives, under certain conditions
Intrinsic motivation depends on self-determination
Work
Attitudes
Concept
Job
Involvement
they receive major life satisfaction from
their jobs?
their work is the most important thing in their life?
Job
Satisfaction
Determinants
job characteristics and job design
Consequences
performance
absenteeism and turnover
Organizational
Commitment
Calculative vs Normative commitment
Identification, Affiliation, Exchange commitment
Role Conflict
and Ambiguity
stress and time management
Professionalism
professionals have certain beliefs
and values
conflict with organizations