Remember that motivation theories are culture bound o

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Unformatted text preview: trinsic – job satisfaction, extrinsic- dissatisfaction o McClelland’s Theory of Needs – nAch. nPow. nAff. • Expectancy theory – does it even matter if I try? Is it worth it? o Expectancy – effort will lead to good performance o Instrumentality – Good performance will lead to rewards o Valence – Rewards will satisfy his or her needs • Goal- Setting Theory o Goal – what an individual is trying to accomplish • Self Efficacy Theory (Social Cognitive Theory) Directs attention o Individuals belief that they are capable Regulates efforts of performing a task Increases persistence Enactive Mastery Development of strategies and Vicarious modeling action plans Verbal Persuasion Specific Arousal Measureable Attainable Results- Orientated Time- Bound • Equity Theory – When person compares input to outcome of others and respond to eliminate unfairness o Self inside , self outside, other inside, other outside Change inputs Change outcomes Adjust perception of self Adjust perception of others Choose a different referent Leave the field • Organizational Justice o Distributive – Fairness of the perceived outcome o Procedural – Fairness of the process used to determine the outcome o Interactional - Degree to which one is treated with dignity and respect • Cognitive Evaluation Theory – offering rewards that was already intrinsically rewarding decrease motivation • Self Concordance – person’s reason for pursuing a goal is consistent with their interests and core values • Reinforcement o Continuous – being rewarded each time for doing something o Intermittent – not rewarded for every time the behaviour is demonstrated o Fixed Interval Schedule – reward is given at a fixed time interval o Variable – reward is given at a variable time interval o Fixed ratio – the reward given is at fixed amount of inputs “Motivation in Action” – Chapter THE KEY CORE CONCEPTS: • Providing the C$- Flow Variable Pay Program is where a portion of the employees pay is based on performance o Individual Based Incentives Piece Rate Pay Plan is when you’re paid a fixed sum for each unit of production completed Merit Based Pay is based on performance appraisal Bonuses is when one is rewarded for recent performances opposed to historical Skill Based is based on how many skills employees have or how many jobs they have o Group Based Incentives Gainsharing is when improvements in- group productivity determine the amount of money shared o Organizational Based Incentives Profit Sharing Plans are where employers share profit with employees based on a formula Employee Stock Ownership Programs are where employees acquire stocks as p...
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This document was uploaded on 02/27/2014 for the course COMM 292 at University of British Columbia.

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