Professional Documents
Culture Documents
Motivation
The set of processes that arouse, direct, and
maintain human behavior toward attaining a goal.
Key Elements
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Motivation refers to the way in which
urges, drives, desires, aspirations,
striving or needs direct, control or explain
the behavior of human being
McFarland.
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MOTIVATION AND PERFORMANCE
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Theories of
Motivation
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7
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Theory
Theory XX Theory
Theory YY
Avoid
Avoid Work
Workis
isNatural
Natural
Work
Work
Must
Mustbe
be Self-
Self-
Controlled
Controlled Direction
Direction
Avoid
Avoid Seek
Seek
Responsibility
Responsibility Responsibility
Responsibility
Good
GoodDecisions
Decisions
Seek
SeekSecurity
Security Widely
WidelyDispersed
Dispersed
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Concepts:
Concepts:
More
Morethan
thanone
oneneedneedcan
can
Core
CoreNeeds
Needs be operative at the same
be operative at the same
Existence: time.
time.
Existence:provision
provisionof of
basic
basicmaterial IfIfaahigher-level
material
requirements. higher-levelneed
need
requirements. cannot
cannotbe befulfilled,
fulfilled,the
the
Relatedness: desire
desiretotosatisfy
satisfyaalower-
lower-
Relatedness:desire
desirefor
for level
relationships.
relationships. levelneed
needincreases.
increases.
Growth:
Growth:desire
desirefor
for
personal development.
personal development.
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McClellands
Needs Theory
Affiliation
Achievement
Power
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Acquired Needs Theory
Emphasizes importance of three needs
acquired through experiences:
Need for achievement (nAch)
Need for power (nPower)
Need for affiliation (nAff)
McClelland encourages managers to identify
the presence of these needs through
observation and create appropriate work
environments.
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Perception
The process by which we become aware of, and
give meaning to, events around us.
Perception helps define reality.
Objective realitywhat truly exists in the physical world
to the best abilities of science to measure it.
Perceived realitywhat individuals experience through
CHARACTERISTICS CHARACTERISTICS
OF PERCEIVER OF PERCEIVED/TARGET
Motion
Expectations
Size
Experience INDIVIDUALS Appearance
Values PERCEPTION Proximity
Attitudes
Sound
Personality
Background
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BARRIERS/ERRORS/BIASES
IN PERCEPTION
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Projection
Projection = assigning ones
personal attributes to another
individual.
Happens at interpreting stage of perception.
E.g., when manager assumes subordinate
reacts to a work opportunity the same way as
the manager.
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Projection
Controlled through:
self-awareness (realizing ones
own needs) and
strong empathy (being able to
put oneself in the others position
and understand their perspective)
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Halo Effects
Halo effect = one attribute of a person or situation is
used to develop an overall impression of that
individual or situation. (positive aspect)
if negative aspect is given more weightage it
leads to horn effect.
Happens at organizing stage of perception.
Common e.g., when we meet a new person who
smiles at us, we have immediate first impression
that the person is friendly.
Can create distortion in performance appraisals,
e.g., good attendance = intelligent, responsible
Need to ensure appraisal based on facts, not biased
impressions.
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Selective
Selective perception = tendency to notice those
Perception
aspects of a person or situation that are
consistent with or reinforce the perceivers
existing attitudes, beliefs or needs.
Influences attention stage what we notice.
Most easily overcome by gathering perceptual
info from others to see if one has only picked up
on part of the picture.
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Stereotypes
Judging someone on the basis of ones
perception of the group to which that
person belongs and thus cause problems in
accurate retrieval of information.
Can be misleading in case of employment
interviews and one can lose a very
deserving candidate too. Basically the
person is having closed windows and
doesnt let fresh, new ideas to pop-in.
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STEREOTYPING PROCESS
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Self-fulfilling prophecy = the tendency to
create or find in a situation or individual what
one expects to find.
Because one believes something, one acts in a
way that makes the outcome more likely.
Negative example: assume individual has no ambition
so gives no challenging work; individual is bored and
does not work well, confirming managers initial belief
Positive example: believe exceptional potential in
employee so give challenge, support, praise;
employee thrives in this attention and support,
performing well, thus confirming managers
expectations.
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Contrast effect = when an individuals
characteristics are contrasted with those of
people recently encountered who rank higher
or lower on those characteristics.
Person in job interview appears stronger when
immediately following a weak candidate.
Awareness of potential distortion from
contrast effect needed.
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Recency effect
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Self-serving Bias
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WHAT IS
STRESS
Stress is your mind? and bodys response or
reaction to a real or imagined threat, event or
change.
The threat, event or change are commonly called
stressors. Stressors can be internal (thoughts,
beliefs, attitudes) or external (loss, tragedy,
change).
What Is Stress
Stress is the bodys automatic response to
any physical or mental demand placed on it.
DISTRESS
Eustress or positive stress occurs when your
level of stress is high enough to motivate you to
move into action to get things accomplished.
Distress or negative stress occurs when your level of
stress is either too high or too low and your body
and/or mind begin to respond negatively to the
stressors.
STAGES OF STRESS
ALARM STAGE
RESISTANCE STAGE
EXAUSTION STAGE
As you begin to experience a stressful event or
perceive something to be stressful psychological
changes occur in your body. This experience or
perception disrupts your bodys normal balance
and immediately your body begins to respond to
the stressor(s) as effectively as possible.
EXAMPLE
Cardiac - increased heart rate
Respiratory - increased respiration
Skin - decreased temperature
Hormonal - increased stimulation of
adrenal genes which produce an adrenal
rush.
During this stage your body tries to cope or
adapt to the stressors by beginning a process of
repairing any damage the stressor has caused.
Your friends, family or co-workers may notice
changes in you before you do so it is important
to examine their feedback to make sure you do
not reach overload.
EXAMPLE
Behavior indicators include: lack of
enthusiasm for family, school, work or life in
general, withdrawal, change in eating habits,
insomnia, hypersomnia, anger, fatigue.
health
happiness
work performance
team spirit and co-operation
relationships
personal development
BENEFITS OF STRESS
MANAGEMENT
Better immune function
Less illnesses and physical complaints
More energy
Feeling more relaxed
Sleeping better
Better digestion
Calmer mood
More focused, more positive
DISTRESS RELIEF
STRATEGIES
Relax neck and shoulders
Take a stretch
Get a massage
Exercise and meditate
Count to 10
Control your thoughts
Fantasize
Congratulate yourself
Ignore the problem if appropriate, after
evaluation
Perform self maintenance
Talk to a counselor
Practice a hobby
Pray
Remember your purpose
Take a break
Get hug therapy
Learn something
Try aroma therapy
Laugh
Prioritize daily tasks
Identifying Stressors
Things I Want to Do +
Wasted Time =
168 hours
Emotional
Cogniti Compone
ve nts
Behaviora
l
Compone
nts
Cognitive Components- The Belief , Information&
Knowledge.
Eg-If a Person does not like or has a negative
attitude about the nuclear bomb ,In interview if
he asked about the nuclear bomb he will give
negative points only means he does not like the
nuclear bomb that means his belief and
information is negative for that.