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Chapter 5: Motivation: Basic Concepts: Organizational Behavior and Design
Chapter 5: Motivation: Basic Concepts: Organizational Behavior and Design
Chapter 5: Motivation: Basic Concepts: Organizational Behavior and Design
Concepts
ORGANIZATIONAL BEHAVIOR AND DESIGN
1st Semester (Autumn)
Bibliography
Robbins, S.P. (2013): Essentials of Organizational
Slides
Class notes
6.
What Is Motivation?
The processes that accounts for an
individuals intensity, direction, and
persistence of effort toward attaining a
organizational goal
Intensity the amount of effort put forth
Hygiene) Theory
McClellans Theory of Needs (Three Needs
Theory)
Lower
Upper
Self-Actualization
Esteem
Social
Safety
Psychological
SECURITY NEEDS
Security and protection from physical and emotional harm
SOCIAL NEEDS
Affection, belongingness, acceptance, and friendship
SELF-STEEM NEEDS
Internal (self-respect, autonomy) and External (status)
NEEDS OF SELF-REALIZATION
Drive to become what we are capable of becoming. Includes
growth, self-fulfillment
Theory Y
rest or play
self-control if committed to
objectives
Quality of
supervision
Pay
Company policies
Physical working
conditions
Relationships
Job security
Dissatisfied
Satisfied
Promotional
opportunities
Opportunities for
personal growth
Recognition
Responsibility
Achievement
Motivation Factors
Hygiene Factors
Not Dissatisfied
Not Satisfied
The need to make others behave in a way they would not have
behaved otherwise
Need for Affiliation (nAff)
managers
Self-Efficacy Theory
Equity Theory
Expectancy Theory
Job engagement
rewards undermine it
Goal-Setting Theory
Goals increase performance when the goals are:
Specific
Difficult, but accepted by employees
Accompanied by feedback (especially self-generated
feedback)
Common ingredients:
Goal specificity
Explicit time period
Performance feedback
Participation in decision making
the task
Verbal persuasion someone convinces you
that you have the skills
Arousal get energized
Equity Theory
Employees weigh what they put into a job situation (input)
My Output
My Input
Your Output
Your Input
4.
5.
6.
Equity Theory:
Forms of Justice
Expectancy Theory
Three key relationships:
Effort-Performance: perceived probability that exerting effort
leads to successful performance
2. Performance-Reward: the belief that successful performance
leads to desired outcome
3. Rewards-Personal Goals: the attractiveness of organizational
outcome (reward) to the individual
1.
Job Engagement
Classroom exercise
Think in this course (you as student of this OB course). Come up with
examples that illustrate the following:
Lack of procedural justice
Hygiene and motivational factors (2 for each)
Intrinsic and extrinsic motivational factors
Vicarious modeling and enactive mastery to increase students self-efficacy
Goal setting.