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Employee Motivation - Coggle Diagram
Employee Motivation
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4 Basic Human Drives
- Drive to Acquire: Desire to seek, take, control & retain objects & personal experience
- Drive to Bond: Desire for companionship & membership in social groups (social identity)
- Drive to Comprehend: Desire to make sense of environment & self
- Drive to defend: Desire to protect ourselves physically, psychologically & socially
- 4 Drive Theory:
- Motivation theory based on individuals’ innate drives to acquire, bond, comprehend, and defend that incorporates both emotions and rationality
- Drives explain where our core affect (the base valence emotion) comes from, when we perceive an attitude object.
Maslow's Needs Hierarchy Theory
Needs arranged in a hierarchy, whereby ppl are motivated to fulfil a higher need as a lower one is satisfied
- Self-Actualisation (Highest need)
- Esteem
- Belonginess
- Safety
- Physiological needs (lowest needs but must be satisfied first)
- Main problem: Each of us has a unique needs hierarchy (no universal hierarchy)
- Contribution to Motivation Theory:
- Holistic Perspective:
- Emphasized studying multiple needs together
- Humanistic Perspective:
- Recognised that human thoughts, not just instincts, influence motivation
- +ve Perspective:
- Highlisted a +ve view of motivation (self-actualisation = pursue progress) besides a deficiency view (hungry = need food)
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Organisational Justice
- Distributive Justice: Perceived fairness in the ratio of outcomes (rewards) to inputs (contribution) compared to others (e.g: I got the pay raise I deserved, given how much I've produced compared to my colleagues' pay & contributions
- Procedural Justice: Perceived fairness of procedures used to decide the distribution of resources (e.g.: terms & conditions)
- Interactional Justice: Perceived fairness in the way people are treated in the organization (I was given well-justified explanations and candid information on promotions)
- Motivating employees effectively includes motivating them on:
- Level of motivation differs between individuals and times
- Employees who are motivated are also said to be engaged
- Employee engagement: Individual emotional and cognitive motivation, particularly a focused,
intense, persistent, and purposive effort toward work-related goals.
Job Characteristics Model
- Skill Variety: Extent to which employees must use different skills and talents to deliver on a variety of work activities
- Task Identity: Degree to which a job requires completion of a whole or an identifiable piece of work
- Task Significance: Degree to which a job has a substantial impact on the organization and/ or larger society
- Autonomy: Degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures used in completing it
- Job Feedback: Degree to which employees can tell how well they are doing from direct sensory information from the job itself
- Limitations:
- Knowledge & skill
- Context satisfaction
- Growth-need & strength