This document outlines the key learning objectives and content covered in a chapter on motivation. The chapter discusses early theories of motivation proposed by Maslow, Herzberg, Alderfer and McClelland. It also examines alternative theories including Vroom's expectancy theory, equity theory, and goal setting theory. The chapter addresses limitations of motivation theories, challenges in motivating organizations, and the concept of job design.
This document outlines the key learning objectives and content covered in a chapter on motivation. The chapter discusses early theories of motivation proposed by Maslow, Herzberg, Alderfer and McClelland. It also examines alternative theories including Vroom's expectancy theory, equity theory, and goal setting theory. The chapter addresses limitations of motivation theories, challenges in motivating organizations, and the concept of job design.
This document outlines the key learning objectives and content covered in a chapter on motivation. The chapter discusses early theories of motivation proposed by Maslow, Herzberg, Alderfer and McClelland. It also examines alternative theories including Vroom's expectancy theory, equity theory, and goal setting theory. The chapter addresses limitations of motivation theories, challenges in motivating organizations, and the concept of job design.
individual that influence the direction, intensity and persistence of the individual’s voluntary behaviour. Motivation affects a person’s decision-making process, which is internal in nature.
Understanding Organizational Behaviour All Rights Reserved
lower-order needs such as Safety needs: Emotional as well as physical
safety in this next level of needs. psychological, safety and Social/ Belonging needs: Affection and social needs and higher- affiliation needs. An example of this need will order needs, namely, be social acceptance.
esteem and self- Esteem needs: This level represents the
higher needs of humans, e.g. need for power, actualisation. need for achievement and status. This need correspond to self-esteem as well as esteem Maslow postulated that from others. needs are only motivators Self-actualization: The highest human needs. if they are unsatisfied. Those who are self-actualized are self-fulfilled and are aware of their potential.
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alters specific jobs so as to increase the job responsibilities, job activities or to change how the job is to be executed. Job rotation: It refers to moving employees from one job to another to add variety and reduce boredom by allowing them to perform different tasks.
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number of different tasks performed by an employee in a single job. This process adds to the variety of jobs and makes it more interesting and challenging. Job enrichment: It means adding few more motivators to a job to make it challenging and rewarding.
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