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INTERNATIONAL MANAGEMENT

INTERNATIONAL MANAGEMENT. MOTIVATION. MOTIVATION. IS THE AMOUNT OF EFFORT THAT AN EMPLOYEE IS WILLING TO PUT INTO WORK TO ACCOMPLISH AN ORGANIZATIONALLY VALUED TASK. David McClelland Achievement Motivation Theory.

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INTERNATIONAL MANAGEMENT

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  1. INTERNATIONAL MANAGEMENT MOTIVATION

  2. MOTIVATION IS THE AMOUNT OF EFFORT THAT AN EMPLOYEE IS WILLING TO PUT INTO WORK TO ACCOMPLISH AN ORGANIZATIONALLY VALUED TASK

  3. David McClelland Achievement Motivation Theory • Need for Achievement reflects a desire to take on tasks and accomplish them satisfactorily • Need for Affiliation reflects the desire of individuals to belong to a social group and to participate with others and create friendships • Need for Power individuals are comfortable in executive positions where they can make decisions in highly competitive situations

  4. Expectancy Theory Motivation is the result of: • The expectancy that an effort will result in desired level of performance • The likelihood that the performance will be linked with important intrinsic and extrinsic (first and second level outcomes) • The value or attractiveness of the outcome or reward to the individual Motivation = f (Effort Performance) X (Performance Rewards) X Value of Rewards

  5. Determinants of Effort to Performance Expectancies Self-esteem Past experiences in similar situations E P Actual situation Communication from others Determinants of E P expectancies

  6. Determinants of Performance to Outcome Expectancies Past experience in similar situations Attractiveness of outcomes Belief in internal vs. external control P O E P expectancies Actual situation Communication from others Determinants of P O expectancies Communications from others

  7. The Expectancy Model of Motivation E P expectancy Perceived probability of successful performance, given effort P O expectancy Perceived probability of receiving an outcome, given successful performance Instrumentality Perceived probability of a first-level outcome leading to a second-level outcome First-level outcomes, each with valence OutcomeD OutcomeA (extrinsic) OutcomeE OutcomeB (extrinsic) Second-level outcomes, each with valence Performance Effort OutcomeC (intrinsic)

  8. Equity Theory Equation Outcomesself Outcomesother = Inputsself Inputsother

  9. Concept of Work in the Meaning of Work Study • Work Centrality – the degree of general importance and value attributed to the working role in an individual’s life • Societal Norms about Working – the degree of normative beliefs and expectations regarding entitlement (specific rights) and obligations (duties) attached to working • Work Goals – work related outcomes preferred by individuals in the entire span of working life

  10. Work Centrality Scores (selected) Mean work centrality score 8.0 7.78 Japan (7) 7.10 Work is more important and more central in life Israel (4) 6.94 United States (3) 6.67 Germany (1) 6.36 Britain (0) 6.0

  11. ENTITLEMENT NORMS the notion that all members of society are entitled to meaningful and interesting work, proper training to obtain and continue work and the right to participate in work/method decisions OBLIGATION NORMS includes the notion that everyone has a duty to contribute to society by working to save for their future, and the duty to value one‘s work, whatever its nature

  12. Comparison of Entitlement and Obligation Scores of Eight Countries Obligation (T-scores) . Israel (948) . Yugoslavia (538) . United States (996) . Japan (3127) . Germany (1270) Grand mean Higher agreement with obligation items . Britain (806) . Belgium (449) . Netherlands (980) Entitlement (T-scores) Higher agreement with entitlement items Grand mean

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