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Chapter 5

MHR 405 Chapter Notes - Chapter 5: Employee Engagement, Social Cognitive Theory, Work Unit

Human Resources
Course Code
MHR 405
Louis Pike

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Chapter 5: Foundations of Employee Motivation
Employee engagement: an individual’s emotional and cognitive (logical)
motivation, particularly a focused, intense, persistent, and purposive effort
towards work related goals.
· Seems to be a strong predictor of employee and work unit performance
· Not clear as to whether employee engagement makes companies more
successful, or whether the company’s success makes employees more engaged
Drivers of employee engagement:
· MARS model
· Building affective commitment
· Motivation practices
· Organization level communication
· Leader
Drives (primary needs): hardwired characteristics of the brain that attempt to
keep us in balance by correcting deficiencies
· Innate and universal - everyone has them and they exist from birth
· They generate emotions, which put people in a state of readiness to act on
their environment
Needs: emotions produced by drives produce human needs – goal directed
forces that people experience.
· Emotions that we become aware of
Why we have individual differences in needs:
· Self concept
· social norms
· past experiences
Maslow’s Need Hierarchy theory:
· Hierarchy of 5 basic categories
o Physiological needs
o Safety
o Belongingness
o Esteem
o Self-actualization
· Where the strongest source of motivation is the lowest unsatisfied need at the
· Exception is self actualization – as people experience self-actualization they
desire more rather than less – considered a growth need
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