Motivation

Motivation

اسلاید 1: Motivation

اسلاید 2: 8-2Maslow’s Need Hierarchy Theory How does the theory work?What research support does this theory have?What are the managerial implications of this theory?

اسلاید 3: 8-3Alderfer’s ERG TheoryExistence: Desire for physiological and materialistic well-beingRelatedness: Desire to have meaningful relationships with significant othersGrowth: Desire to grow and use one’s abilities to their fullest potentialHow does this theory work?What is the research support?What are the managerial implications?

اسلاید 4: 8-4McClelland’s Need TheoryThe Need for Achievement Desire to accomplish something difficultThe Need for Affiliation Desire to spend time in social relationships and activitiesThe Need for Power Desire to influence, coach, teach, or encourage others to achieveMcGraw-Hill© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

اسلاید 5: 8-5Herzberg’s Motivator-Hygiene ModelHygiene Factors job characteristics associated with job dissatisfactionSalarySupervisory relationsWorking conditionsMotivators job characteristics associated with job satisfactionAchievementRecognitionResponsibility

اسلاید 6: 8-6Comparison of Content Theories of MotivationSelf-ActualizationEsteemBelongingnessSafetyPhysiologicalGrowthRelatednessExistenceMotivator--HygieneTheoryMotivatorsHygienesNeed forAchievementNeed forPowerNeed forAffiliationMcClelland’sLearned NeedsERG TheoryNeeds Hierarchy Theory

اسلاید 7: 8-7Equity TheoryEquity theory – people strive for fairness and justice in social exchangesPeople will be motivated to the extent their perceived inputs to outcomes is in balanceA. Compare personal outcomes to inputs.B. Compare your outcomes to relevant others:Comparisons to teammates or coworkersComparisons to another group (e.g. department/unit)Comparisons to others in your field or occupational.

اسلاید 8: 8-8Organizational JusticeDistributive Justice the perceived fairness of how resources and rewards are distributedInteractional Justice extent to which people feel fairly treated when procedures are implementedProcedural Justice the perceived fairness of the process and procedure used to make allocation decisions

اسلاید 9: 8-9E-to-PExpectancyP-to-OInstrumentalityOutcomes & ValencesOutcome 1+ or -EffortPerformanceOutcome 3+ or -Outcome 2+ or -Expectancy Theory of Motivation

اسلاید 10: 8-10Implications of Expectancy Theory

اسلاید 11: 8-11Goal-Setting TheoryGoal what an individual is trying to accomplish

اسلاید 12: 8-12Job Design Approaches to MotivationJob Design: Changing the content or process of a specific job to increase job satisfaction and performanceMotivational strategies:Job Rotation moving employees from one specialized job to anotherJob Enlargement putting more variety into a jobJob Enrichment building achievement, recognition, responsibility, and advancement into the workMcGraw-Hill© 2004 The McGraw-Hill Companies, Inc. All rights reserved.