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MGT291-test 2 class notes

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

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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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task identity (meaningfulness): 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 -“moderators”: knowledge & skill, growth need strength, context satisfactions 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 proper knowledge & skills) 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: “have to stay” EX: contract, non-compete, salary, pension plan, seniority based benefits/processes, “vesting”, healthcare, flextime
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MGT291-test 2 class notes - Need Theories of...

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