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Lecture

MGHB02H3 Lecture Notes - Lump Sum, Belongingness, Job Enrichment


Department
Management (MGH)
Course Code
MGHB02H3
Professor
Joanna Heathcote

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LEC 6:
MOTIVATION AND ITS COMPONENTS
-motivation is the extent to which persistent effort is directed toward a goal
- Effort
- Persistence
- Direction
- Goals
Effects of motivation: self-fulfilling prophecy, learned helplessness
INTRINSIC VS. EXTRINSIC MOTIVATION
Intrinsic motivation-stems from direct relationship b/w worker and the task and is usually self-applied
Ex. Feelings of achievement, accomplishment, challenge, and competence derived from performing
one’s job, and the sheer interest in the job itself
Extrinsic motivation-stems from work environment external to the task and is usually applied by others
Ex. Pay, fringe benefits, company policies, and various forms of supervision
-some evidence shows that the availability of extrinsic motivators can reduce the intrinsic motivation
stemming from the task itself
THE MOTIVATION-PERFORMANCE RELATIONSHIP
-Performance refers to the extent to which an organizational member contributes to achieving the
objectives of the organization
-Motivation contributes to performance, the relationship is not one to one b/c a number of other
factors also influence performance
-it is possible for performance to be low even when a person is highly motivated
-high motivation will not result in high performance if employees are deficient in important skills and
abilities
MASLOW’S HIERARCHY OF NEEDS
1. Physiological needs
2. Safety needs
3. Belongingness needs
4. Esteem needs
5. Self-actualization needs
-the lowest-level unsatisfied need category has the greatest motivating potential
-when a need is unsatisfied, it exerts a powerful effect on the individual’s thinking and behavior and is
therefore motivational
-when needs at a particular level of the hierarchy are satisfied, the individual turns his or her attention
to the next higher level
-self-actualization needs become stronger as they are gratified
EXPECTANCY THEORY AND ITS MANAGERIAL IMPLICATIONS
-A process theory that states that motivation is determined by the outcomes that ppl expect to occur as
a result of their actions on the job
-outcome, instrumentality, valence, expectancy, force
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