Understanding What People Do 4

Understanding What People Do 4 - S atisfaction, C m e and...

Info iconThis preview shows pages 1–11. Sign up to view the full content.

View Full Document Right Arrow Icon
Click to edit Master subtitle style Satisfaction, Commitment, and Motivation
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Individual Differences in Motivation Motivation is simple. You eliminate those who are not motivated. Lou Holtz Underlying concepts Some people seem to accomplish more than others consistently It could be that these people are dispositionally more
Background image of page 2
Expectancy and Personality Conscientiousness Higher expectancy (r=0.44) Higher self-efficacy (r=0.22) Set more goals (rc=0.37) Why does this make sense? Neuroticism Lower expectancy (r= -0.39) Lower self-efficacy (r= -0.35)
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Expectancy: Self-Efficacy/Work Performance Meta-Analysis
Background image of page 4
Core Self Evaluations People with positive self-evaluations set higher goals for themselves, which is a major reason for their higher levels of performance
Background image of page 5

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Applying Motivation: Staffing and Personality traits are linked to needs/valences Extroverted, agreeable (high need for affiliation) people seek out social contact Conscientious, extroverted (high need to achievement) people seek out challenges to demonstrate their competence Open people seek out new experiences and creative solutions
Background image of page 6
Traits and Goals Traits that predict learning goal orientation Conscientiousness (rho=.32) Extraversion (rho=.29) Openness to epxerience (rho=.38) Self-efficacy (rho=.71) Need for achievement (rho=.48) Few traits predict performance goal orientation Emotional stability (rho=-.32, meaning emotionally stable people have less of a performance goal orientation) Note that learning and performance orientations can be situationally specific as well
Background image of page 7

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Traits and Goals It is possible to be driven by both because they are weakly correlated with one another (rho=.17) Learning on the job and academic performance are both increased by learning goal orientation and are not affected by (rho=.16) Job performance is increased by both (although the standardized regression coefficients are small; both around rho=.18) They seem to produce different forms of motivation Learning orientation is linked to greater interest but is not linked to better performance on specific tasks in laboratory studies Performance orientation is linked to feelings of pressure to produce outcomes and superior performance on tasks, but can actually reduce interest Senko & Harackiewicz, PSPBull, 2007
Background image of page 8
Applying Motivation: The Great Pay for Performance Debate Monetary rewards are good Increase instrumentality of performance Obvious link to valence Can be paired easily with goal setting to radically increase the success of goal programs Monetary rewards can be bad Reduce intrinsic motivation May lead to negative competition “Punished by rewards?”
Background image of page 9

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Agency and Ownership The history of British industry Early factories founded by rich landowners and merchants in Britain Ownership passed from father to son Generally the owners divided their time managing books and “gentlemanly
Background image of page 10
Image of page 11
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 07/18/2011 for the course MAN 4504 taught by Professor Benson during the Spring '08 term at University of Florida.

Page1 / 39

Understanding What People Do 4 - S atisfaction, C m e and...

This preview shows document pages 1 - 11. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online