OBHR 3310 Lecture Notes - Lecture 6: Cognitive Distortion, Scientific Management, Organizational Justice
25 Jun 2018
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WK 6 MOTIVATION
Motivation: Refers to the psychological processes “that underlie the direction, intensity, and
persistence of behavior or thought”
Intensity: concerned with how hard a person tries.
Direction: the orientation that benefits the organization.
Persistence: a measure of how long a person can maintain his/her effort.
Managers care because motivation causes employees to:
Join the organization
Stay with the organization
Be engaged at work
Perform well
Work hard
Help others/OCBs
Harm others/CWBs
Content Theory
Also called need-based theories
Focus is on explaining behavior via efforts to satisfy individual needs
Content Theories
Maslow’s Theory
Acquired Needs
Motivator-Hygiene
Maslow's need hierarchy
Using maslow's theory
-To motivate employees:
--Remember employees have needs beyond a paycheck
--Focus on satisfying employee needs related to self-concepts:
1. Self-esteem
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2. Self-actualization
--Satisfied needs lose their potential
McClelland’s Acquired Needs Theory
Need for achievement (nAch): drive to excel, to
achieve in relation to a set of standards, to strive to succeed.
Need for power (nPow): need to make others behave in a way that they would not have behaved
otherwise.
Need for affiliation (nAfl): desire for friendly and close interpersonal relationships.
TAT
-The Thematic Apperception Test (TAT) assesses a person’s dominant needs by presenting subjects with
an ambiguous picture and having them write a story about it.
Acquired needs Theory
Motivator- hygiene theory
Proposes that job satisfaction and dissatisfaction arise from two different sets of factors:
Satisfaction comes from motivating factors
Dissatisfaction comes from hygiene factors
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Process Theory
People analyze their environment and behave in a way that appears rational to them
Process Theories
Equity Theory
Justice Theory
Expectancy Theory
Goal Setting Theory
Job Design
Equity theory
Outcomes (O):
What a person perceives they are getting out of their job
Inputs (I):
What a person perceives they are putting into their job
Comparison:
How does a person’s O/I ratio compare with relevant others’ O/I ratios
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find more resources at oneclass.com
Document Summary
Motivation: refers to the psychological processes that underlie the direction, intensity, and persistence of behavior or thought . Intensity: concerned with how hard a person tries. Persistence: a measure of how long a person can maintain his/her effort. Managers care because motivation causes employees to: Focus is on explaining behavior via efforts to satisfy individual needs. -focus on satisfying employee needs related to self-concepts: self-esteem, self-actualization. Mcclelland"s acquired needs theory achieve in relation to a set of standards, to strive to succeed. Need for power (npow): need to make others behave in a way that they would not have behaved otherwise. Need for affiliation (nafl): desire for friendly and close interpersonal relationships. Need for achievement (nach): drive to excel, to. The thematic apperception test an ambiguous picture and having them write a story about it. (tat) assesses a person"s dominant needs by presenting subjects with. Proposes that job satisfaction and dissatisfaction arise from two different sets of factors:
