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BMGT200 - Chapter 16 - Part 16.1
BMGT200 - Chapter 16 - Part 16.1
BMGT200 - Chapter 16 - Part 16.1
Key Takeaways:
Explain theories of how individual needs motivate behavior. (P404 to P409)
Needs
◦ Unfulfilled physiological and psychological
desires of an individual
◦ Explain workplace behavior and attitudes
◦ Create tensions that influence attitudes and
behavior
◦ Good managers and leaders facilitate employee
need satisfaction
ERG theory
◦ Any/all needs can influence behavior at one time
◦ Frustration-regression principle
◦ An already satisfied lower-level need becomes
reactivated when a higher-level need is frustrated
Goal-setting theory
Self-Efficacy Theory
◦ Enactive mastery
◦ person gains confidence through positive experience
◦ Vicarious modeling
◦ learning by observing others
◦ Verbal persuasion
◦ encouragement from others that one can perform a task
◦ Emotional arousal
◦ high stimulation or energy to perform well in a situation
Contingency workers
◦ Part-time workers who supplement the full-time
workforce, often on a long-term basis
Part-time work
◦ Work done on any schedule less than the
standard 40-hour workweek and does not qualify
person as a full-time employee
• According to the Goal setting theory, properly set and well-managed task goals can
be highly motivating, and provides direction to people in their work .
• Job designs and alternative work schedules can directly influence motivation,
through flexible working hours, Job sharing, Job rotation, job simplification,
Telecommuting, Compressed work week, ….