motivation i: needs, job design, intrinsic motivation, and satisfaction
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Motivation I: Needs, Job Design, Motivation I: Needs, Job Design, Intrinsic Motivation, and Intrinsic Motivation, and
SatisfactionSatisfaction
The Italian StallionsThe Italian Stallions
Motivation through NeedsMotivation through Needs
Motivation:Motivation:
““Psychological processes that Psychological processes that arouse and direct goal-directed arouse and direct goal-directed
behavior”behavior”
Needs:Needs:
““Physiological or psychological Physiological or psychological deficiencies that arouse deficiencies that arouse
behavior” behavior”
Job Performance Job Performance Model of MotivationModel of Motivation
Figure 6-1
Ability, Job knowledgeDispositions & Traits
Emotions, Moods, &AffectBeliefs & Values
Individual Inputs
Physical EnvironmentTask Design
Rewards & ReinforcementSupervisory Support &
CoachingSocial Norms
Organizational Culture
Job Context
Arousal Attention Intensity & & Direction Persistence
Motivational Processes
MotivatedBehaviors
Enable, Limit
Skills
Mitchell & Daniels, “Motivation” John Wiley & Sons, Inc, 2003, p. 226
Maslow’s and McClelland’s Maslow’s and McClelland’s Need Theories Need Theories
1. Achievement1. Achievement 2. Affiliation 3.Power2. Affiliation 3.PowerLarge OrganizationsLarge Organizations nPOW (high) nPOW (high)
nACH (mod) nACH (mod) nAFF (mod)nAFF (mod)
Entrepreneurial small Entrepreneurial small organizations or organizations or autonomous autonomous subsidiaries of large subsidiaries of large organizationsorganizations
nACH (high) nACH (high) nPOW (mod) nPOW (mod) nAFF (low)nAFF (low)
Approaches to Job Design Approaches to Job Design
MechanisticMechanistic Motivational Motivational
Job EnlargementJob Enlargement Job RotationJob Rotation Job EnrichmentJob Enrichment Job Characteristics ModelJob Characteristics Model
BiologicalBiological Perceptual-MotorPerceptual-Motor
Intrinsic Rewards Underlying Intrinsic Rewards Underlying Intrinsic Motivation Intrinsic Motivation
Intrinsic Motivation: Driven by positive feelings Intrinsic Motivation: Driven by positive feelings associated with doing well on a task or job.associated with doing well on a task or job.
Extrinsic Motivation: Motivation caused by the Extrinsic Motivation: Motivation caused by the desire to attain a specific outcomedesire to attain a specific outcome
Four Key Intrinsic Rewards (Kenneth Thomas):Four Key Intrinsic Rewards (Kenneth Thomas): Sense of Meaningfulness- The task purpose Sense of Meaningfulness- The task purpose
is important and meaningful.is important and meaningful. Sense of Choice- The ability to use Sense of Choice- The ability to use
judgment and freedom when completing judgment and freedom when completing tasks.tasks.
Sense of Competence- Feelings of Sense of Competence- Feelings of accomplishment associated with doing high-accomplishment associated with doing high-quality work.quality work.
Sense of Progress- Feeling that one is Sense of Progress- Feeling that one is accomplishing something important.accomplishing something important.
Job Satisfaction Job Satisfaction
Job SatisfactionJob Satisfaction Need FulfillmentNeed Fulfillment DiscrepanciesDiscrepancies Met ExpectationsMet Expectations EquityEquity Value AttainmentValue Attainment
Consequences of Job Consequences of Job Satisfaction Satisfaction
Variables Related Variables Related with Satisfactionwith Satisfaction
Direction of Direction of RelationshipRelationship
Strength of Strength of RelationshipRelationship
MotivationMotivation PositivePositive ModerateModerate
Job InvolvementJob Involvement PositivePositive ModerateModerate
Organizational Organizational Citizenship BehaviorCitizenship Behavior
PositivePositive ModerateModerate
Organizational Organizational CommitmentCommitment
PositivePositive StrongStrong
AbsenteeismAbsenteeism NegativeNegative WeakWeak
TurnoverTurnover NegativeNegative ModerateModerate
Perceived StressPerceived Stress NegativeNegative StrongStrong
Special case:Job Performance
Work–Family Relationships Work–Family Relationships
Spillover model hypothesisSpillover model hypothesis
describes the reciprocal relationship describes the reciprocal relationship between job and life satisfactionbetween job and life satisfaction
Compensation Effect Compensation Effect Segmentation Hypothesis Segmentation Hypothesis Spillover Model Spillover Model Work family conflictWork family conflict
THANK YOU FOR YOUR THANK YOU FOR YOUR MOTIVATED ATTENTION!MOTIVATED ATTENTION!
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