Please enable JavaScript.
Coggle requires JavaScript to display documents.
Motivation, People in public organaization - Coggle Diagram
Motivation
Motivation Practice and Techniques
Improved performance appraisal systems
Merit pay & pay-for-performance systems
Broadbanding or paybanding pay systems
Bonus & award systems
Profit-sharing & gain-sharing plans
Participative management & decision making
Work enhancement
Job enlargement
Job rotation
Job redesign
Quality of Work Life (QWL) programs & Quality Circles (QCs)
Concept of Work Motivation
Motivation to Join and to Work Well
The distinction between
Motivation to join an organization & stay in it
Motivation to work hard & do well within it
Rival Influences on Performance
Person's ability
Measuring and Assessing Motivation
Questionnaire Items to Measure Work Motivation
Work Motivation Scale
Intrinsic Motivation Scale
Job Motivation Scale
Reward Expectancies
Peer Evaluations of an Individual ’s Work Motivation
Motivation as an Umbrella Concept
Refers to a general area of study
Organization identification & commitment
Leadership practices
Job involvement
Organizational climate & culture
Characteristics of work goals
Theories of Work Motivation
Content Theories
Based on needs, motives, and rewards
Maslow: Needs Hierarchy (1954)
Two-step hierarchy
Lower-level employees
Safety needs
Social needs
Physiological needs
Higher-level employees
Self-esteem needs
Self-actualization needs
McGregor: Theory X and Theory Y (1960)
Theory X
Theory of human behavior
Theory Y
Theory of workers need
Guide management practice
Herzberg: Two-Factor Theory (1968)
Hygiene factors
Extrinsic incentives
Motivators
Intrinsic incentives
McClelland: Needs for Achievement, Power, and Affiliation (1961)
Need for achievement (n Ach)
Need for power
Need for affi liation
Adams: Equity Theory (1965)
Plays an important role
In management
In civil service reforms
In performance-based pay plans
Process Theories
concentrate on the psychological and behavioral processes behind motivation
Expectancy Theory
Individual sums up the values of all the outcomes of an action & weight them by the probability of its occurrence
Vroom (1964)
Stated the algebraic formula: F i = Σ ( E i j V j )
Based on two types
Expectancy I (EI)
Expectancy II (EII)
Operant Conditioning Theory and Behavior Modification
Skinner (1953)/operant conditioning
Introduced the concept of reinforcement
Types of Reinforcement
Positive reinforcement
Negative reinforcement
Operant extinction
Punishment
Schedules of Reinforcement
Fixed schedule
Variable schedule
Ratio schedule
Interval schedule
Selected principles of reinforcement
Positive reinforcement
The most efficient
Punishment
Less efficient
A low-ratio reinforcement
Intermittent reinforcement
Behavior modification
Organizational behavior modification (OB Mod)
Measure & record desirable & undesirable behaviors
Determine the antecedents & consequences of behaviors
Develop strategies for using reinforcements & punishments
Apply these strategies
Assess the resultant behavioral change
Emery Air Freight
Social Learning Theory
Albert Bandura (1978, 1989, 1997)
Reflects the limitations & the value of operant conditioning theory and OB Mod
(Bandura, 1986)
Social cognitive theory
Goal-Setting Theory
Locke and Latham & their colleagues
Difficult, specific goals lead to higher performance
Because of
Self-efficacy
Compactness & relatively narrow focus
People in public organaization
Incentives
Barnard (1938)
Specifi c Incentives
Material inducements
Personal, nonmaterialistic inducements
Desirable physical conditions of work
Ideal benefactions
General Incentives
Associational attractiveness
Customary working conditions
Opportunity for feeling of enlarged participation in course of events
Condition of communion
Simon (1948)
Incentives for employee participation
Incentives for elites or controlling groups
Clark and Wilson (1961) and Wilson (1973)
Material Incentives
Solidary Incentives
Specific solidary incentives
Collective solidary incentives
Purposive incentives
Downs (1967)
General “motives or goals” of officials
Niskanen (1971)
Variables that may enter the bureaucrat ’s utility function
Lawler (1971)
Extrinsic rewards
Intrinsic rewards
Needs
Murray (1938)
Basic Needs
Maslow (1954)
Need Hierarchy
Alderfer (1972)
ERG Need Model
Values
Rokeach ’s Value Survey (1973)
Terminal Values
Instrumental Values
Public service motivation (PSM)
Perry and Wise (1990)
PSM fall in 3 categories
Norm-based motives
Affective motives
Instrumental motives
Perry (1996)
Dimensions of PSM
based on survey responses
Attraction to public affairs
Commitment to the public interest
Compassion
Self-sacrifice
Brewer, Selden, and Facer (2000)
Conceptions of PSM
Samaritans
Communitarians
Patriots
Humanitarians
An issue in analysis of PSM
"Motivation crowding" hypothesis
Concepts of work attitudes
Job Satisfaction
Consequences of Job Satisfaction
Determinants of Job Satisfaction
Job characteristics
Job design
Facets of the job
“Index of Organizational Reactions” by Smith (1976)
Supervision
Company identification
Role Conflict and Ambiguity
Role conflict
Incompatibility of different role requirements
Role ambiguity
Lack of clear and sufficient information
Job Involvement
Organizational Commitment
Angle and Perry (1981)
Calculative commitment
Based on the perceived material rewards
Normative commitment
As a mechanism for enacting personal ideals & values
Balfour and Wechsler (1996)
3 forms of commitment in the public sector
Identification commitment
Affiliation commitment
Exchange commitment
Professionalism