Professional Documents
Culture Documents
tool for
motivating individuals
Describe how the reinforcement approach is
used to increase and decrease behavior in an
organizational setting
The
Motivation
Ability
Performance
Ability
=
(Education,
Knowledge)
Performance
(Accountant)
Traditional Model
Often
Human Relations
Model
Often
associated with
Elton Mayo and his
contemporaries.
managers could
motivate employees by
acknowledging their
social needs and by
making them feel
useful and important.
work.
Theory Y people want to work and can
derive great deal of satisfaction from work.
According
Maslow
Physiological needs
Needs such as food, water, air, and shelter
Needs a good, comfortable working conditions such as basic
wage or salary
Managers who focus on physiological needs assume that
people work mainly for money and are primarily concerned
with comfort and their rate of pay.
Security needs
Needs to have a safe physical and emotional environment.
Needs protection against threats or unsafe working
environment such as job security and predictable work
environment.
Managers will often emphasize rules, job security and fringe
benefits.
Affiliation needs
Needs for friendship, love and a feeling of belonging.
Needs acceptance by others such as association and
communication with others and being part of the group.
Individuals value their work as an opportunity for finding
and establishing friendly interpersonal relationships.
Esteem needs
Needs for personal feelings of achievement and self-worth
and by recognition, respect and prestige from others.
Managers who focus on esteem needs try to foster
employees pride in their work and use public rewards and
recognition for services.
Self-Actualization needs
Needs for self-fulfillment and the opportunity to achieve
ones potential.
Peoples who strive for self-actualization accept themselves
and use their abilities to the fullest and most creative
extent.
Managers who emphasize self-actualization may involve
employees in designing jobs or make special assignments
that capitalize on employees unique skills.
Herzberg
Expectancy
Equity
Goal
Model
Model
Setting
Reinforcement
Theory
performance.
The perception that the outcomes, or rewards, are
Expectancy
The belief that a particular level of effort will be
followed by a particular level of performance.
Instrumentality
The probability assigned by the individual that a
specific level of achieved task performance will lead
to various work outcomes.
Valence
The value or importance that the individual
attaches to various work outcomes.
Effort
Expectancy
Performance
Instrumentality
Outcomes: Rewards
Valence
equitable level.
Change outcomes to restore equity.
Psychologically distort comparisons.
Change the comparison person he or she is using to
another person.
Leave the situation (e.g., quit the job or transfer to
another department).
for planning.
Effective
goal setting
should be:
S pecific
M easurable
A chievable
R esults oriented
T ime related
Positive
Reinforcement
Reinforcement
Extinction
The withdrawal of the positive reward or