MGT291-test 2 class notes

MGT291-test 2 class notes - Need Theories of Motivation...

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Need Theories of Motivation (1940s) -Maslow’s Hierarchy of Needs (bottom to top) -Physiological -Safety -Social belonging/love -Self esteem -Self actualization -motivate people through unmet needs McClellan : -doesn’t focus on lower level needs - achievement: difficult task, challenge -like feedback -prefers situation results -goals that are moderately challenging -affiliation: relationships, groups -power: direction, coaching, leadership -better managers HERTZBERG’S THEORY (MOTIVATOR-HYGIENE) Hygiene Factors (job dissatisfaction) -work conditions -salary -supervision Motivators (job satisfaction) -advancement -job itself -responsibility -recognition -ability to achieve Job Enrichment “vertical loading”: trying to make changes to make more achievement oriented, etc Vertical loading: not increasing quality EX: rotation, uninteresting tasks Video: Pike Place Fish Market JOB CHARACTERISTICS MODEL (HACKMAN & OLDGAM) -psychological stakes: meaningfulness of work, responsibility of the work, knowledge of results of the work 5 Characteristics: task variety (meaningfulness)
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Seeing entire product/service being produced from beginning to end -shows how you contributed task significance (meaningfulness): extent that the job affects lives of other people in or out of the organization autonomy (responsibility): letting others make decisions (freedom, independence, determine procedures) feedback (knowledge of results): work itself-how well you are doing it? EX: Pike Place Fish: singing, destination point Results high intrinsic (positive internal feelings) work motivation, high growth satisfaction, high general job satisfaction, high work effectiveness steps to applying model: 1. determine the current motivation and job satisfaction (can use surveys) 2. determine if job redesign is appropriate (works if employees currently have 3. determine how to best redesign the job (goal is to increase characteristics that are low) JOB SCULPTING ARTICLE -“the art of retaining your best people” -deeply involved in the life interests -some take jobs of path of least resistant -can be unaware of possible jobs -why wouldn’t you follow? -don’t like HR do career planning -employees should write own goals of personal satisfaction -intermitten patching (if not satisfied, but not unhappy, ad something) -make substantial changes to job to be happy -“big 8” ORGANIZATIONAL COMMITMENT - loyalty and dedication -extent to which you identify with your organization -positive relationship to job performance/satisfaction -raise organizational commitment turnover is less -affective: “want to stay at organization”, impacts job satisfaction EX: corporate culture, relationships with co-workers, social responsibilities -normative: “should/ought to stay” EX: time put in, first job, management position, potential for promotion, mentor, training/development -continuance:
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This note was uploaded on 01/19/2012 for the course DSC 205 taught by Professor Krallman during the Spring '08 term at Miami University.

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MGT291-test 2 class notes - Need Theories of Motivation...

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