Motivation
The psychological forces that determine the direction of a person's
behaviour in an organisation
Direction
Possible behaviours and individual could engage in
Effort
How hard an individual will work
Persistence
Whether an individual will keep trying or give up
Intrinsically motivated behaviour
Behaviour that is performed for its own sake
Extrinsically motivated behaviour
Behaviour that is performed to acquire material or social reward or
to avoid punishment
Pro socially motivated behaviour
Behaviour performed to benefit or help others
Outcome
Anything a person gets from a job or an organisation. Example is
payment, job security, accomplishment
Input
Anything a person contribute to his or her job or organisation
Name the three motivation equation
Input from organisational members Performance
Outcome received by owners ational members
Expectancy theory
The theory that motivation will be high when the work is believed
that high levels of effort lead to high performance and high
performance leads to a tournament of desired outcomes
Expectancy
A perception about the extent to which efforts will result to a
certain level of performance
Instrumentality
The perception about the extent to which performance results in the
attainment of outcomes
Valence
How desirable each of the available at comes from a job or
organisation is to a person
Need
A requirement for survival and well-being
Need theories
Theories of motivation that focus on what needs people are trying to
satisfy at work and what accounts would satisfy those needs
Herzberg's motivation-hygiene theory
A need theory that distinguishes between motivator needs and hygiene
needs and proposes that motivate a needs must be made for motivation
and job satisfaction to be high
Motivator needs
These are related to the nature of work itself and how challenging it is
Hygiene needs
These are related to the physical and psychological context in which
the work is performed these are related to the physical and
psychological contact in fridge the work is performed
Need for achievement
A strong desire to perform challenging tasks well and meet personal
standards for excellence
Need for affiliation
Extent to which an individual is concerned about the stabbing and
maintaining good interpersonal relations.
Need for power
Extent to which an individual desire to control or influence others
Equity theory
The theory of motivation that focuses in people's perceptions of the
fairness of their work outcomes related to their work inputs
Equity
Justice and fairness to which organisation members are entitled
Inequity
Lack of fairness
Underpayment inequity
Exist when a person perceives that his or her own outcome input ratio
is less than the ratio of the referent
Overpayment inequity
Exist when a person perceives that his own outcome input rate is
greater than the ratio of the referent
Distributive Justice
A person's perception of the fairness of the distribution of outcomes
in an organisation
Procedural Justice
A person's perception of the fairness of the procedures that are used
to determine how to distribute outcomes in an organisation
Interpersonal Justice
A person's perception of the fairness of the interpersonal treatment
he or she received from whoever distribute comes to him or her
Informational Justice
A person's perception of the extent to which his or her manager
provide explanation for decision and the procedures used to arrive at them
Goal setting theory
Focuses on identifying the types of goals that are most effective in
producing high levels of motivation and performance and explaining how
goals have these effects
Learning theories
Theories that focus on increasing employee motivation and performance
by linking the outcomes that employees receive to the performance and
desired behaviours and the attainment of goals