Chapter 6: Basic Motivation Concepts. Motivation = “The processes that account for an individual’s direction , intensity and persistence of effort toward achieving a goal ” Direction = should benefit the organization (i.e. quality of effort counts!)
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Motivation = “The processes that account for an individual’s direction, intensity and persistence of effort toward achieving a goal”
Note: the goal is an “organizational” goal
Hygiene factors = when these are adequate, workers “feel OK” (i.e. they are NOTdissatisfied).
Motivators = examines factors contributing to job satisfaction. Thus, there are factors which lead to job satisfaction and things that don’t.
This theory does not assume a rigid hierarchy like Maslow's. For example, all 3 of these could be operating at the same time.
Distributive justice or the perceived fairness of the amount and allocation of rewards among individuals. However, equity should also consider procedural justice or the perceived fairness of the process used to determine the distribution of rewards.
Maslow’s hierarchy, Two factor, ERG, & McClelland’s
Clear and difficult goals often lead to higher levels of employee productivity.
Good predictor of quality and quantity of work, persistence of effort, absenteeism, tardiness, and accident rates.
Strongest when predicting absence and turnover behaviors.
Weakest when predicting differences in employee productivity.
Focus on performance variables
It is a “rational” model so be careful when using it
This theory may be better applied to employees with greater discretion in their jobs (i.e., as opposed to semi-skilled positions)