MGMT 3000 Chapter Notes - Chapter 18: Goal Setting, Employee Engagement, Theory X And Theory Y

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Chapter 18
Daniel pink’s theory: for most complex right brained problem solving,
extrinsic rewards often hinder not help, intrinsic matter more, come
from gaining autonomy
Extrinsic rewards: If, then contingent carrot and stick extrinsic rewards
only improve performance for the most rudimentary, repetitive, left
brain tasks; such rewards do not improve and may in fact hinder the
performance for right brain, creative, innovative, problem solving,
critical thinking tasks
Daniel Pink’s 3 intrinsic motivational Factors: 3 factors lead to better
employee performance, higher employee engagement, and higher
employee personal satisfaction
Autonomy: to be self-directed
Mastery: desire to get better at the things we do
Purpose: having some transcendent purpose beyond pure profit
Acquired Needs Theory: Individuals are driven or motivated by three
types of needs:
Need for achievement: need to set, meet and exceed goals
Need for affiliation: Need to interact, socialize, and develop
friendships
Need for power: Need to seek opportunities for personal
aggrandizement (personal power) or to make an impact on and
influence other (socialized power)
primary needs, all manager types understand basic distinction
Goal Setting Theory: Setting goals that are difficult, but achievable, is
a significant motivator of performance, provided the goals are
accepted by the employee
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