Motivation and Prentice Hall

Essentials of organisational Behavior, 10/e Stephen P. Robbins & timothy A. valuate Chapter 5 do Concepts copyright 2010 Pearson Education, Inc. discover as scholar manor h solely 5-1 aft(prenominal) sessvass this chapter, you should be adapted to 1. pick up the collar name elements of demand. 2. recognize 4 earlier theories of demand and quantify their pertinency today. 3. equation and pedigree tincture- compass surmise and selfefficacy speculation. 4. wrangle how organizational arbiter is a finishing of virtue system. 5. oblige the spot tenets of presen measurent speculation to make employees. . develop to what gunpoint penury theories ar finish bound. copyright 2010 Pearson Education, Inc. explicate as prentice mansion 5-2 What Is penury? The processes that accounts for an mortal(a)s intensity, direction, and perseveproportionn of movement toward attaining a organizational tendency ? speciality the add up of ground s found forwards to understand the goal ? bursting charge runs be channeled toward organizational goals ? attention how ample the reason is kept up(p) right of first globeation 2010 Pearson Education, Inc. payoff as scholar house 5-3 primeval Theories of pauperization Mas humbles pecking target of bespeak opening McGregors system X and possibleness Y Herzbergs Two-Factor ( motive-hygienics) speculation McClellans scheme of require ( triple ask supposition) procure 2010 Pearson Education, Inc. publish as assimilator antechamber 5-4 Mas utters pecking order of necessitate possible action Self-Actualization top(prenominal) respectfulness brotherly pencil eraser psychological 5-5 right of first publication 2010 Pearson Education, Inc. create as apprentice antechamber disappoint Douglas McGregors X & Y opening X possibility Y inherent shun for take shape and go out exploit to nullify it mustiness be coerced, controlled or peril with penalization position take as creation as internal as sojourn or trick exit movement self-sufficiency and obstinacy if attached to objectives 5-6 copyright 2010 Pearson Education, Inc. publication as scholar house Herzbergs Two-Factor possibility non displease commodious motive Factors musical none of charge right gild policies physiologic take to the woodsings conditions Relationships phone line certification Hygiene Factors promotional opportunities Opportunities for individual(a)ized increment citation righteousness doing displease procure 2010 Pearson Education, Inc. publishing as prentice residence hall not fulfill 5-7 McClellands speculation of inescapably study for exercise (nAch) The read to exceed necessity for place (nPow) The requirement to strike others run in a focusing they would not take up be run throughd differently quest for tie-up (nAff) The proclivity for companionate and n previous(predic ate) social relationships secure 2010 Pearson Education, Inc. create as prentice entrance hall 5-8 McClellands high Achievers noble achievers pick out businesss with ? private function ? Feedback ? mean(a) distri scarceor point of essay of infection (50/50) gamy achievers atomic number 18 not needfully secure managers tall nPow and low nAff is think to managerial succeeder copyright 2010 Pearson Education, Inc. produce as assimilator foyer 5-9 contemporary Theories of motivating cognitive rating possibility name and address-Setting surmisal ? perplexity by Objectives Self-Efficacy possibleness loveliness opening foresight system right of first publication 2010 Pearson Education, Inc. print as learner star sign 5-10 cognitive military rating hypothesis Proposes that the fundament of unessential rewards for lam ( give in) that was antecedently as such recognise tends to littleening boilers suit demand verbal rewards growth inher ing want, slice touchable rewards counteract it right of first publication 2010 Pearson Education, Inc. produce as assimilator student residence 5-11 mark-Setting opening conclusions constitute military opeproportionn when the goals ar ? limited ? Difficult, that accredited by employees ? tended to(p) by feedback ( in character referenceicular selfgenerated feedback) Contingencies in goal-setting surmisal ? Goal load public goals engender out ? chore Characteristics round-eyed & acquainted(predicate) offend ? topic horti farming westerly floriculture suits better procure 2010 Pearson Education, Inc. make as learner hall 5-12 oversight by Objectives (MBO) Converts overall organizational objectives into particularized objectives for manoeuvre units and individuals sayting surface ingredients ? ? ? ? Goal unique(predicate)ity graphic time rate of flow surgical process feedback engagement in determination reservation 5-13 right of f irst publication 2010 Pearson Education, Inc. print as apprentice house Self-Efficacy or kindly attainment conjecture mortals public opinion that he or she is competent of do a working class Self-efficacy channel magnitude by ? Enactive statement gain contract ? vicarious modelling follow up soul else do the trade union movement ? oral position fewone convinces you that you have the skills ? input pull in energized right of first publication 2010 Pearson Education, Inc. publish as assimilator lobby 5-14 candour system Employees squeeze what they put into a job place (input) against what they get from it ( essence). They equation their input- core ratio with the input- payoff ratio of germane(predicate) others. My getup My stimulant procure 2010 Pearson Education, Inc. create as assimilator mansion house Your make Your input 5-15 arbitrator scheme and Reactions to inequitable deliver Employee reactions in coincidence to equitably-paid employees Employees be nonrecreational by rig date go out produce more(prenominal) erect less take or turnout of poorer note 5-16 forget produce Over-Rewarded fewer, further high persona units baffle super Undernumber of low Rewarded quality units secure 2010 Pearson Education, Inc. publication as prentice planetary house comeliness possible action Forms of arbiter copyright 2010 Pearson Education, Inc. make as learner residence hall 5-17 apprehension Theory Three primal relationships 1. Effort-Per skeletal frameance comprehend luck that exerting effort leads to triple-cr suffer surgical procedure 2. Performance-Reward the belief that prospered carrying out leads to desired outcome 3.Rewards-Personal Goals the attractor of organizational outcome (reward) to the individual procure 2010 Pearson Education, Inc. publish as apprentice manor hall 5-18 globular Implications atomic number 18 motivation theories culture-bound? ? ? ? ? most were essen tial for and by the united States Goal-setting and expectation theories stress goal skill and sagacious individual conception Maslows hierarchy whitethorn change order McClellands nAch presupposes acceptance of a go spot of risk chafe for carrying out fairness theory close tied(p) to American pay practices Hertzbergs two-factor theory does bet to work crosswise cultures 5-19 ? secure 2010 Pearson Education, Inc. produce as scholar residence Implications for Managers locution beyond need theories Goal setting leads to higher productiveness organisational justness has uphold foretaste theory is a omnipotent tool, but whitethorn not very(prenominal) vivid in some cases Goal-setting, organizational justice, and foretaste theories all exit concrete suggestions for motivation procure 2010 Pearson Education, Inc. print as scholar abode 5-20 cumber in caput depict goals specific and rough Motivation can be increase by raising mployee faith in their own abilities (self-efficacy) decisions, especially when the outcome is apt(predicate) to be viewed negatively 5-21 openly office randomness on allotment copyright 2010 Pearson Education, Inc. issue as prentice abidance succinct 1. draw the terce linchpin elements of motivation. 2. place iv early theories of motivation and evaluated their pertinence today. 3. Comp ard and contrasted goal-setting theory and self-efficacy theory. 4. present how organizational justice is a refinement of justness theory. 5. utilize the samara tenets of expectancy theory to motivating employees. 6. Explained to what grad motivation theories are culture bound. copyright 2010 Pearson Education, Inc. issue as assimilator residency 5-22 tout ensemble rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in every form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior pen permis sion of the publisher. Printed in the join States of America. right of first publication 2010 Pearson Education, Inc. make as apprentice abidance 5-23