motivation3 - Organizational Behavior Course Model OB...

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Organizational Behavior Course Model OB Outcomes: Attitudes and Behaviors Effort Job Satisfaction Absenteeism Turnover Stress Workplace Violence Organizational Citizenship Behavior and Commitment Employee Theft Safety and Accidents Sexual Harassment Grievances Influenced by Managers Using Application of Individual Differences Perceptions Attributions Attitude change Values Personality Group Dynamics Reward Systems Job Design Leadership
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Motivation Illustration Misconceptions about Motivation *Current generation has no work ethic * Some people are born “lazy” * Most people are motivated by the same thing
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Why is Motivation Important? Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self-motivated Motivated employees can provide competitive advantage by offering suggestions & working to satisfy customers
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Bottom Line Motivation is accomplishing things through the efforts of others. If you cannot do this, you will fail as a manager.
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MAJOR THEORIES OF MOTIVATION I. Need Approaches: - Maslow’s Hierarchy of Needs - Alderfer’s ERG Theory - Herzberg’s Two Factor Theory - McClelland’s Learned Needs Theory II. Cognitive Approaches: - Expectancy Theory - Equity Theory/ Social Comparison - Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification)
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Job performance = f (ability X motivation X organizational support)
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SELF- ACTUALIZATION (using all of one’s abilities) ESTEEM (self and from others) SOCIAL/AFFILIATION SAFETY/SECURITY PHYSIOLOGICAL Maslow’s Hierarchy of Needs Model
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“Issues” with Maslow’s Need Model 1. Businesses typically do well satisfying lower order needs. 2. Model stipulates that there are 5 needs and that the order is “fixed”. Research indicates some may only have 2-3 need hierarchy; others 5-6. The order may also be inverted and meeting needs outside of work not accounted for. 3. Model not developed from average employees
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Alderfer’s ERG Theory Need Growth Needs Need Progression Regression Relatedness Needs Existence Needs
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Herzberg’s Theory Rests on Two Assumptions 1.) Job satisfaction is equivalent to being motivated (influence of Human Relations) and assumption that the happy worker is a productive worker 2.) Job satisfaction and dissatisfaction are separate concepts with unique determinants
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Herzberg’s 2-Factor Theory Determinants of Job Dissatisfaction are Hygiene* Factors : Pay , fringe benefits Working conditions Quality of supervision Interpersonal relations Job Environment Factors * Poor hygiene can make you, sick, but good hygiene won’t necessarily make you healthy Determinants of Job Satisfaction are Motivator Factors : Work itself, responsibility Advancement Recognition Job Content Factors
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Assessment of Herzberg Contributions 1st to argue that job
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motivation3 - Organizational Behavior Course Model OB...

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