Professional Documents
Culture Documents
Motivational Process
WHAT IS MOTIVATION
Performance of an individual depends on his or her ability backed by motivation: The principle of motivation is :
MORALE
It is a mental condition or attitude which determines individuals/ groups willingness to co-operate.
Factors effecting morale: - The job - The supervisor - The company - The working conditions - The policies
1. Ego needs
2. Love needs
Alderfer
Growth Relatedness
Physiological needs
Motivational Factors
Advancement Personal development Responsibility Recognition
Growth
Individual Effort
Individual Performance
Organisational Rewards
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1. Effort-Performance relationship = Expectancy 2. Performance-Rewards rel. = Instrumentality Personal Goals
Chapter 6
Expectancy
(how well the person believes he or she can perform the task)
Instrumentality
(how well the person believes that performance will lead to certain outcomes)
Valence
(the value that the person attaches to the outcome)
Motivational Force
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Effort Effort
Perceived effort performance probability
If I work hard, will I get the job done?
Performance
Perceived performance reward probability
What rewards will I get when the job is well done?
Reward
Perceived value of reward
What rewards do I value?
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to higher performance
Specific hard goals produces a higher level of output than does the generalized goals.
Performance relationship
Goal commitment
Adequate self-efficacy
OUTCOMES
INPUTS
PERSON
OUTCOMES
REFERENT OTHER
??
PERSON
INPUTS
REFERENT OTHER
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FIGURE 76
Positive Inequity
EQUITY THEORY
Responses to a perceived state of inequity:
Alter inputs of the person Alter outcomes of the person Alter inputs of the referent other Alter outcomes of the referent other Distort perceptions of inputs or outcomes Choose a different referent other Leave the situation
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