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CHAPTER 12 - CHAPTER 12 | Motivating Employees Achieving...

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CHAPTER 12 | Motivating Employees: Achieving Superior Performance in the Workplace 12.1 Motivating for Performance Motivation- may be defined as the psychological process that arouse and direct goal-directed behavior**must be inferred from ones behavior 1. Unfulfilled need- Desire is created to fulfill a need 2. Motivation -search for ways to satisfy the need 3. Behaviors- choose a type of behavior you think might satisfy the need 4. Rewards o Extrinsic rewards - satisfaction in the payoff from others, the pay off such as money, a person receives for performing a particular task o Intrinsic rewards - satisfaction in performing the task itself, such as a feeling of accomplishment, a person receives from performing the particular task itself **Feedback-your reward informs you whether the behavior worked and should be used again. Why motivation is important? Motivate people to.. 1. Join your organization 2. Stay with your organization 3. Show up for work 4. Perform better for your organization 5. Do extra for your organization ** 4 Major perspectives on Motivation Content Process Job Design Reinforcement 12.2 Content Perspectives on Employee Motivation (needs: physiological or psychological deficiencies that arouse behavior) Content perspectives- need based perspectives - theories that emphasize the needs that motivate people Maslow's hierarchy of needs Alderfer's ERG theory McCelland's acquired needs theory Herzberg's two factor theory McGregor's Theory X/Y Hierarchy of Needs Theory- proposes that people are motivated by five levels of needs physiological, safety, love, esteem (self respect, status) , and self-actualization (need to develop ones full potential) 1. Physiological Needs - basic human needs, food, clothing, shelter, comfort 2. Safety Needs- physical safety and emotional security, avoiding violence and threats 3. Love Needs- love, friendship, and affection 4. Esteem Needs- self-respect, status, reputation, recognition, and self confidence 5. Self-actualization Needs- self-fulfillment- the need to develop one's fullest potential, to become the best one is capable of bring
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Alderfer's ERG Theory- 3 basic needs influence behavior, and more than one need may be activated at a time (can overlap, unlike hierarchy of needs). 1. E xistence needs- desire for physiological and material well-being 2. R elated needs-desire to have meaningful relationships with people who are significant to us 3. G rowth needs- desire to grow as human beings and to use our abilities to their fullest potential * When our higher-level needs are frustrated, we will seek to fulfill our lower-level needs. This is called frustration-regression component. McClelland's acquired needs theory: three needs are major motives determining people's behavior in the workplace. Believes we are not born with needs, but learn them from culture and life-experiences.
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