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MGCR 222 (39)
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Ch6 MOTIVATION CONCEPT.docx

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Department
Management Core
Course
MGCR 222
Professor
Patricia Hewlin
Semester
Fall

Description
Ch6: MOTIVATION CONCEPTS DEFINING MOTIVATION  Processes that account for an individual’s intensity, direction, persistence  3 key elements o Intensity o Direction o Persistence EARLY THEORIES OF MOTIVATION  Hierarchy of Needs theory o Abraham Maslow o 5 needs  Physiological  Hunger, thirst, sex, shelter…  Safety  Security, protection from physical/emotional harm…  Social  Affection, belongingness, acceptance, friends…  Esteem  Internal factors  Self-respect, autonomy, achievement  Self-actualization  Growth, self-fulfillment  Theory X & Theory Y o Theory X  Employees dislike their W  Need to direct or coerced them o Theory Y  Employees: W as natural  Learn to accept or even seek responsibility  High order needs dominate individuals  2 Factor theory o Also called motivation-hygiene theory  McClelland’s Theory of Needs o 3 needs  For achievement  Drive to excel  For power  Need to make others behave in a way in which they would have not otherwise  For affiliation  Desire for close interpersonal relations CONTEMPORARY THEORIES OF MOTIVATION  Self Determination Theory o People prefer to feel that they have control over their actions  Ex: volunteer  paid job (undermines motiv) o Self accordance  Recent outgrowth  How strongly people’s reasons for pursuing goals are persistent with their interest  Goal Setting Theory o Edwin Locke, late 60s  Intentions = +++ source of W motiv o Basic premise  Value of goals  Specific & difficult goals  higher performance o Why difficult goals  Get our attention & help focus  Energizer  Forces the person to work harder  Increased persistence  Force ppl to ++ effective/efficient  Activates cognitive knowledge & strategies o Implementation: Mgmt by Objectives (MBO)  Systematic way to utilize goal setting  Goals  Tangible  Verifiable  Measurable  Corporate goals broken down  More specific goals at each level of org  4 common ingredients  Goal specificity  Participative decision making  Explicit time period  Performance feedback
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