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
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This document was uploaded on 11/02/2011 for the course MGT 3304 at Virginia Tech.

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

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