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work motivation - Coggle Diagram

- - - - when pay and security are poor e's will be motivated towards these needs
      - as conditions improve, social needs will become more important
      - improved work environment = work now important in seld-esteem and self actualisation
      - need to ensure e's needs are fulfilled to get the best out of them (linked to SDT)
    - - theory is difficult to actually test and there is a lack of consistent empirical support)
      - some practical applications but mainly phiolosophical theory (descriptive)
      - implies everyone has exactly the same needs in life
  - - - behaviour performed for its own sake
      - no apparent reward is received except the activity itself
    - - behaviour performed to acquire material or social rewards or to avoid punishment
      - type of motivation is short-lasting and only persists as long as the reward is provided
    - - IM leads to positive outcomes e.g. creativity, positive well-being
      - EM leads to people taking shortcuts, unethical behaviours but does motivate when reward is performance relevant
    - - rewards narrow focus and concentrate the mind however, this limits creative abilities
      - the goal will mess up the process of thinking (tacks inside the box)
      - creative jobs matter more now as regular jobs can be outsourced to AI
      - jobs where it's hard to get IM rewards are needed to get people to work
    - - we all have basic needs for relatedness, autonomy and competence
      - the more meaningful the job the more motivated employees will be which facillitates IM
    - - job characteristics model
        
        meaningfulness/IM is derived from the job itself
        
        job can be characterised by different skills
      - theory of purposeful work behaviour
        
        same concepts but also linked personality traits
        
        people have different personality traits you can cater tasks to specifically motivate them
  - - - distributive justice
      - procedural justice
      - interpersonal justice
    - - importance of fairness in word demands/rewards and visibility and fairness of procedures
    - - perceived inequity is highly stressful and detrimental
      - removal of equity promotes amotivation but presence of equity doesn't cause motivation
      - higher levels = higher perfomance and citizenship behaviours whereas lower levels = CWBs (colquitt et al., 2001)
  - - - achievable
      - specific
      - feedback
      - participation
    - - substantial empirical support for basic principles
      - very practical theory
      - unaswered questions on how we cope with multiple goals or ID's
      - dark side of goal setting
        
        may encourage unethical behaviours
        
        focuses attention on achievement rather than process
        
        draws attention away from morality of beahviour
        
        can help justify unethical behaviours
- - - - less egocentric view of motivation
      - strong evidence for theory
        
        doctors wash hands more frequently when framed as patient safety than doctors safety (grant & hofmann, 2011)
        
        firefighters work more overtime and fundraising callers make more calls and money (grant, 2008)
      - but
        
        people might self-select into prosocial jobs
        
        are those in other jobs so bothered about helping others
    - - design jobs that have
        
        opportunities to benefit others (make people feel they are making a difference)
        
        contact with beneficiaries (make people care more about making a difference)
  - - - procratination is a problem of self-regulation not time management
      - it will cause work performance to suffer as e's will neglect important tasks
      - low conscientiousness and low SE p's will be more likely to procrastinate
    - - evidence procrastination does lead to poorer performance
      - often a maladaptive emotion regulation strategy
      - cure for procrastination?
    - - managers must try to reduce procrastination
      - selection, ensure person-job fit and help regulate e's emotion