Prof Elect

• Motivation the internal force that drives a worker to action as well as the external factors that encourage the action.
• Individual Differences Traits

  1. self-esteem
  2. intrinsic motivation
  3. need for achievement
• Self Esteem refers to the extent to which a person views himself as valuable of worthy.
• Consistency Theory states that there is a positive correlation between self-esteem and performance.
• Chronic Self Esteem is the person’s overall feelings about himself.
• Situational Self Esteem (also called Self Efficacy) is a person’s feelings about himself in a particular situation.
• Socially Influenced Self Esteem is how a person feels about himself on the basis of the expectations of others.
• How to improve self-esteem?

  1. Attend self-esteem workshops
  2. Experience with success
  3. Supervisor's behavior
• Self Fulfilling Prophecy states that an individual will perform as well or as poorly as he expects to perform.
• Galatea Effect states that individual accomplishment is driven by what he thinks he can.
• Pygmalion Effect - "I will do it because my boss thinks I can"
• Golem Effect states that negative expectations of an individual cause a decrease in performance
• Intrinsic Motivation refers to the incentive to undertake an activity based on the expected enjoyment of the activity itself, rather than external benefits that might result.
• Extrinsic motivation refers to motivation that comes from outside an individual. The motivating factors are external or outside. These rewards provide satisfaction and pleasure that the task itself may not provide.
• Intrinsic Motivation (5)

  1. autonomy
  2. interest
  3. competence
  4. inherent satisfaction
  5. enjoyment
• McClelland's Motivational Needs

  1. need for affiliation
  2. need for power
  3. need for achievement
• Need for Achievement: tates that employees are motivated by jobs that are challenging and over which, they have some level of control; employees who have minimal achievement needs are more satisfiedd when job involves little challenge and have a hign probability of success.
• Need for Affiliation: states that employees are motivated by jobs in which they can work with and help other people.
• Need for Power: also known as N’ Pow, states that employees are motivated by a desire to influence others rather than be simply be successful.
• Realistic Job Preview is a recruitment method by which job applicants are told both of the ppositive and negative aspects of a job.
• Job Characteristics Theory: states that employees desire jobs that are meaningful, provide them opportunity to be personally responsible for the outcome of their work and provide them feedback of the results of their efforts.
• Hierarchy of Needs: Abraham Maslow
• The 5 Hierarchy of Needs:

  1. physiological
  2. safety
  3. love/belonging
  4. esteem
  5. self-actualization
• Basic Needs:

  1. physiological needs
  2. safety needs
• Psychological Needs:

  1. belongingness and love needs
  2. esteem needs
• self-fulfillment needs:

  1. self-actualization
• Physiological needs: food, water, warmth, rest
• Safety needs: security, safety
• Belongingness and Love Needs: intimate relationship, friends
• Esteem needs: prestige and feeling of accomplishment
• Self-Actualization: achieving one's full potential, including creative activities
• ERG Model of Motivation: Clayton Alderfer
• ERG Needs Theory:

  1. growth
  2. relatedness
  3. existence
• Two Factor Theory:

  1. hygiene factors (job dissatisfaction)
  2. motivation factors (job satisfaction)
• Hygiene factors: quality of supervision, pay, company policies, physical working conditions, relations with others, job security
• Motivation factors: promotion opportunities, opportunities for personal growth, recognition, responsibility, achievement
• Theory X and Theory Y: Douglas McGregor
• Theory X: the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.
• Theory Y: the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction.
• Goal Setting: Specific, Measurable, Attainable, Relevant, Time-bound