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MOTIVATION CONCEPTS - Coggle Diagram
MOTIVATION CONCEPTS
EARLY THEORIES OF MOTIVATION
Maslow's need theory
Traditional view
Herzberg's view
Motivators
Hygiene factors
McClelland's Theory of Needs
nAch: strive to succeed
nPow: make others behave in a way that they would not have behaved
nAfl: interpersonal relationship
FORMS OF ORGANIZATIONAL JUSTICE
Employees perceive an inequity
change inputs
change outcomes
distort perceptions of self
distort perceptions of others
choose a different referent
leave the field
Justice outcomes
Promoting Justice
Culture and Justice
inputs and outcomes are valued differently in various cultures
3 KEY ELEMENTS OF MOTIVATION
INTENSITY
how hard a person tries
DIRECTION
orientation that benefits the organization
PERSISTENCE
how long a person can maintain their effort
CONTEMPORARY THEORIES OF MOTIVATION
CONTENT-BASED
Self-determination theory
well-being and performance influenced by nature of motivation
Cognitive evaluation theory
Autonomy
Competence
Self-concordance theory
reasons for pursuing goals consistent with interests and core values
Regulatory focus theory
Differnce in regulating thoughts and behaviors during goal pursuit
Promotion
Prevention
Job engagement
invest physical, cognitive and emotional energies into job performance
CONTEXT-BASED
Reinforcement theory
Reinforcement conditions behavior
Behavior is environmentally caused
Operant conditioning theory
behaviorism
Social-learning theory
learn through observation and direct experience
PROCESSED-BASED
Expectancy theory
Effort-performance relationship
Performance-reward relationship
Rewards-personal goals relationship
Goal-setting theory
intentions to work toward a goal are considered a major source of work motivation
Goals
Direct attention
Mobilize effort
Encourage persistence
Facilitate the development of strategy
Goal origins
Self-set goals can lead to employee enthusiasm
supervisor-set goals can lead to anxiety, uncertainty and threat
Goal characteristics
Specific goals increase performance
Difficult goals result in higher performance
Implementing goal setting
MBO: encompass specific goals for explicit time period and feedback
Self-efficacy theory: individual's belief in capability of performing a task
Enactive mastery
Vicarious modeling
Verbal persuasion
Arousal
Self-fulfilling prophecy: believe in something can make it true