MHR 405 Chapter Notes - Chapter 5: Self-Actualization, Absenteeism, Subjective Expected Utility

• School: Ryerson University
• Department: Human Resources
• Course: MHR 405
• Professor: Robin Church

Document Summary

It"s defined as an individual"s emotional and cognitive motivation (particularly focused, intense, persistent and purposive effort) towards a work-related goal. {note that the definition is still being debated} Includes high level of absorption in the work place resulting in neglect/limited awareness of events beyond the work place. Also described in terms of self-efficacy(the belief in you having the ability, role clarity and resources to get the job done. Studies can"t prove whether employee engagement makes a company successful or whether a successful company makes employee"s engaged even though we acknowledge that a company"s success seems to have positive effects on employee motivation. Organizational comprehension (knowing what"s happening in a company) In order to discover how to nurture a more engaged and motivated workforce, first come understanding the motivational forces of employee behaviour. Our starting point is drives (also called primary needs).