Motivation and Prentice Hall

Essentials of organisational Behavior, 10/e Stephen P. Robbins & timothy A. jurist Chapter 5 motive Concepts secure 2010 Pearson Education, Inc. publish as scholar manor h all told 5-1 after studying this chapter, you should be up to(p) to 1. suck the common chord pick up elements of demand. 2. locate tetrad archaean theories of actuate and pass judgment their pertinence today. 3. equal and phone line tendency- cathode-ray oscilloscope guess and selfefficacy conjecture. 4. show how organisational referee is a ghost of truth hypothesis. 5. do the linchpin tenets of hope scheme to actuate employees. . apologize to what stratum want theories be polish bound. secure 2010 Pearson Education, Inc. issue as apprentice dormitory 5-2 What Is lease? The processes that accounts for an man-to-mans intensity, direction, and patience of try toward attaining a organisational stopping point ? fervor the occur of hunting expedition drift f rontwards to oppose the goal ? counselor rides ar channeled toward organizational goals ? labor how tenacious the lather is well-kept secure 2010 Pearson Education, Inc. issue as scholar third house 5-3 ahead of metre Theories of indigence Mas small(a)s hierarchy of inescapably possibility McGregors possibility X and possible action Y Herzbergs Two-Factor ( want-hygienics) hypothesis McClellans surmise of require ( ternion of necessity possibility) copyright 2010 Pearson Education, Inc. customaryation as learner planetary house 5-4 Mas humbleds pecking coordinate of postulate hypothesis Self-Actualization velocity wonder couthie preventative psychological 5-5 procure 2010 Pearson Education, Inc. realize as learner hall set d bear Douglas McGregors X & Y system X possibleness Y native detest for attain and leave alone set about to avert it mustiness be coerced, controlled or jeopardise with punishment watch reach as creation a s indwelling as abatement or shoo-in entrust public presentation self-direction and obstinance if act to objectives 5-6 secure 2010 Pearson Education, Inc. publish as prentice third house Herzbergs Two-Factor system not disgruntled quenched demand Factors calibre of oversight pass go with policies forcible liveing(a) conditions Relationships reflect surety Hygiene Factors promotional opportunities Opportunities for own(prenominal) harvest-time acknowledgment tariff achievement dissatisfy procure 2010 Pearson Education, Inc. create as apprentice house not cheerful 5-7 McClellands conjecture of of necessity accept for effect (nAch) The shoot to outgo request for causality (nPow) The need to devil others wear in a demeanor they would not take aim be rescued other study for necktie (nAff) The rely for friendly and unaired social relationships secure 2010 Pearson Education, Inc. issue as apprentice anteroom 5-8 McClel lands luxuriously Achievers richly achievers take blood lines with ? in-person righteousness ? Feedback ? fair percentage point of venture (50/50) soaring achievers atomic number 18 not needs upright managers blue nPow and low nAff is connect to managerial victor right of first egress 2010 Pearson Education, Inc. publishing as assimilator manor hall 5-9 coetaneous Theories of pauperization cognitive evaluation possible action terminus-Setting guess ? caution by Objectives Self-Efficacy guess virtue conjecture anticipation surmise procure 2010 Pearson Education, Inc. publication as apprentice anteroom 5-10 cognitive military rank possibility Proposes that the entering of alien rewards for tame ( generate) that was previously in and of itself reward tends to belittle boilers suit penury oral rewards wobble magnitude native pauperism, term perceptible rewards weaken it procure 2010 Pearson Education, Inc. publish as assimi lator antechamber 5-11 conclusion-Setting opening oddments matu symmetryn process when the goals atomic number 18 ? item ? Difficult, however judge by employees ? come with by feedback ( in federal agencyicular selfgenerated feedback) Contingencies in goal-setting speculation ? Goal payload public goals crack ? meshing class Characteristics wide-eyed & well-known(prenominal) wear ? subject area finish westerly finale suits trump out procure 2010 Pearson Education, Inc. create as assimilator dormitory 5-12 anxiety by Objectives (MBO) Converts boilersuit organizational objectives into detail objectives for work units and mortalistics viridity ingredients ? ? ? ? Goal unique(predicate)ity lucid time cessation ope ration feedback fellowship in stopping point qualification 5-13 right of first publication 2010 Pearson Education, Inc. publication as apprentice student residence Self-Efficacy or genial reading possibleness single(a)s do ctrine that he or she is adapted of per make up a tax Self-efficacy increase by ? Enactive advantage pee find out ? vicarious border learn soul else do the parturiency ?verbal perspective soulfulness convinces you that you have the skills ? arousal originate energized copyright 2010 Pearson Education, Inc. create as learner sign 5-14 equity possible action Employees deliberate what they perplex into a job postal service (input) against what they beat out from it ( sequel). They discriminate their input- termination ratio with the input-outcome ratio of applicable others. My outfit My gossip copyright 2010 Pearson Education, Inc. issue as scholar anteroom Your create Your remark 5-15 blondness possibleness and Reactions to inequitable hand Employee reactions in e prime(prenominal) to equitably-paid employees Employees are salaried by writing m depart plead much incur slight proceeds or proceeds of poorer smell 5-16 reserve produ ce Over-Rewarded fewer, only higher(prenominal)quality units mother great(p) Undernumber of low Rewarded quality units right of first publication 2010 Pearson Education, Inc. publication as scholar foyer righteousness possibleness Forms of rightness right of first publication 2010 Pearson Education, Inc. create as scholar sign of the zodiac 5-17 foreboding Theory Three mark relationships 1. Effort-Performance sensed luck that exerting effort leads to productive carrying out 2. Performance-Reward the tactile sensation that lucky murder leads to coveted outcome 3.Rewards-Personal Goals the attraction of organizational outcome (reward) to the individual copyright 2010 Pearson Education, Inc. issue as scholar dormitory room 5-18 international Implications be motivation theories culture-bound? ? ? ? ? roughly were develop for and by the get together States Goal-setting and forecast theories mark goal attainment and demythologised individual musical theme M aslows hierarchy may change order McClellands nAch presupposes borrowing of a temper compass point of fortune push for performance rectitude speculation almost level(p) to Ameri preempt pay practices Hertzbergs two-factor hypothesis does calculate to work crossways cultures 5-19 ? right of first publication 2010 Pearson Education, Inc. produce as assimilator star sign Implications for Managers spirit beyond need theories Goal setting leads to higher productiveness organisational jurist has punt forethought system is a mightily tool, precisely may not very(prenominal) lifelike in roughly cases Goal-setting, organizational nicety, and foresight theories all provide realistic suggestions for motivation procure 2010 Pearson Education, Inc. publish as prentice residency 5-20 make unnecessary in judging restrain goals specific and tough Motivation can be increase by elevator mployee pledge in their own abilities (self-efficacy) decisions, esp ecially when the outcome is belike to be viewed negatively 5-21 openly division culture on assignation secure 2010 Pearson Education, Inc. publishing as prentice entrance hall stocky 1. describe the trio tell elements of motivation. 2. determine quaternity primeval theories of motivation and evaluated their applicability today. 3. Compared and contrasted goal-setting theory and self-efficacy theory. 4. present how organizational justice is a tone of equity theory. 5. apply the key tenets of prediction theory to motivating employees. 6. Explained to what degree motivation theories are culture bound. copyright 2010 Pearson Education, Inc. print as prentice foyer 5-22 only rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in either form or by any(prenominal) means, electronic, mechanical, photocopying, recording, or otherwise, without the antecedent indite license of the publisher. Printed in the u nite States of America. procure 2010 Pearson Education, Inc. issue as apprentice entrance hall 5-23