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MOTIVATION - Coggle Diagram

- - - - The ratio of outcomes to inputs is balanced between you and your comparison to others
      - Your ratio of outcomes to inputs is less than your comparison other’s ratio
      - Your ratio of outcomes to inputs is greater than your comparison other’s ratio
- - - - initiates goal-oriented behaviors
      - guides goal-oriented behaviors
      - maintains goal-oriented behaviors
  - - - biological
      - cognitive forces
      - social
      - emotional
- - - - SMART Analysis
        
        M-instead of saying the goal is to increase sales, you would set a measurable sales goal
        
        A-provide a better reward upon accomplishing
        
        R-out of reach will not offer motivational value to employees
        
        S-the goal should be as specific as possible
        
        T-Goals should have a clear timeframe
    - - To achieve the goal of success as expected by employees, managers need to pay attention to human issues.
    - - Make it easier for employees to be voluntary, easier to accept to accomplish those goals
      - Understand what shortcomings they need to improve, what positives at work
  - - - Have clear guidelines on setting goals
        
        Enhance employee engagement and satisfaction
        
        Improved performance
        
        Employee Development
    - - Conflict in goal determination
        
        Employee competence does not meet job performance
        
        More complex and difficult goals can lead to risky behavior
- - - - The value of the reward or purpose of the work
    - - An individual's belief in his or her ability to perform activities
    - - An individual's sense of choice to initiate and regulate actions
    - - The degree to which the individual can influence strategic
- - - - Expectancy
        
        the faith that better efforts will result in better performance
      - Instrumentality
        
        the faith that if you perform well, then a valid outcome will be there
      - Valence
        
        not the actual satisfaction that an employee expects to receive