COMM 292 Chapter Notes - Chapter 4: Goal Setting, Job Satisfaction, Motivation

• School: UBC
• Department: Commerce
• Course: COMM 292
• Professor: David Crawford

Document Summary

What is motivation: the pro(cid:272)ess that a(cid:272)(cid:272)ou(cid:374)ts for a(cid:374) i(cid:374)di(cid:448)idual"s i(cid:374)te(cid:374)sit(cid:455), dire(cid:272)tio(cid:374), a(cid:374)d persiste(cid:374)(cid:272)e of effort toward reaching a goal, 3 key elements - intensity, direction, persistence. Intrinsic motivators a perso(cid:374)"s i(cid:374)ter(cid:374)al desire to do so(cid:373)ethi(cid:374)g due to i(cid:374)terest, (cid:272)halle(cid:374)ge, personal satisfaction: extrinsic motivators motivation that comes from outside the person and includes pay, bonuses, other tangible rewards. Individuals have needs that, when unsatisfied, will result in motivation. Process theories of motivation (x4: process theories go beyond individual needs and focus on the broader picture of how one (cid:373)oti(cid:448)ates o(cid:374)e"s self a(cid:374)d others. If i give a max effort, will it be recognized in my performance appraisal: people will only be motivated if they perceive a link between their effort & performance. If i get a good performance appraisal, will it lead to organizational rewards: 0 instrumentality = no relationship between performance and desired outcome (-) instrumentality = high performance reduces chances of getting desired outcome.