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BUAD309 Final

Chapter 7

Motivation The result of the interaction between the individual and the situation. The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal – specifically, an organizational goal.
Hierarchy of needs theory There is a hierarchy of five needs. As each need is substantially satisfied, the next need becomes dominant..Assumptions-Individuals cannot move to the next higher level until all needs at the current (lower) level are satisfied.Must move in hierarchical
McClelland's theory of needs need for: achievement, power, and affiliation
Need for achievement (mclelland) The drive to excel, to achieve in relation to a set of standards, to strive to succeed
Need for power (McClelland) The need to make others behave in a way that they would not have behaved otherwise
Need for affiliation The desire for friendly and close interpersonal relationships
Self-determination theory People prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation.
Equity theory Employees compare their ratios of outcomes-to-inputs of relevant others. -When ratios are equal: state of equity exists – there is no tension as the situation is considered fair and vice versa -unrewarded state=anger,overrewarde state=guilt
Expectancy theory The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of the outcome to the individual.
Self inside (equity theory) The person’s experience in a different job in the same organization
Self-outside (equity theory) The person’s experience in a different job in a different organization
other inside (equity theory) Another individual or group within the organization
other outside (equity theory) Another individual or group outside of the organization
Implications for managers Need Theories (Maslow, Alderfer, McClelland, Herzberg)-Well known, but not very good predictors of behavior Goal-Setting Theory-While limited in scope, good predictor Reinforcement Theory-Powerful predictor in many work areas Equity Theory-Best known f
Created by: rbmooney



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