Human Behavior in Organization
MOTIVATION
Motivation is the set of forces that causes people to engage in one behavior rather than some alternative behavior.
Importance of motivation: managers strive hard to motivate people in the organization to perform at high levels.
Experienced Rewards or Punishment
Search for Ways to Satisfy Needs
Reassessment of Need Deficiency
Experienced
Need
Deficiency
Choice of Goal-Directed Behaviors
Enrichment of Behavioral Choice (Performance)
Motivational Framework
HISTORICAL PERSPECTIVES ON MOTIVATION
The Traditional Approach – it is assumed that employees are economically motivated and work to earn as much money as they can. * Frederick Taylor developed a method of structuring jobs that he called scientific management.
The Human Relations Approach –This approach assumes that employees want to feel useful and important, that employees have strong social needs, and that these needs are more important than money in motivating employees.
The Human Resource Approach – the human relationists believed that illusions of contribution and participation would enhance motivation; that the contributions themselves are valuable to both individuals and organizations.
Need-Based Perspectives on Motivation
The Hierarchy of Needs Theory – developed by Abraham Maslow 1. Physiological needs – the most basic needs which includes food, sex , water, and air 2. Security needs – scrod thing that offers safety and security such as adequate housing, clothes, and freedom from worry and anxiety. 3. Love and belongingness needs – are primarily social that includes the need for love and affection and the need to be accepted by groups or peers. 4. Self esteem needs – the need for self-image and self-respect and the need to be respected by others. 5. Self-Actualization needs – the top of the hierarchy that involves a person’s realizing his or her full potential and becoming all that he or she can be.
ERG Theory – developed by Clayton Aldelfer
E
Motivation is the set of forces that causes people to engage in one behavior rather than some alternative behavior.
Importance of motivation: managers strive hard to motivate people in the organization to perform at high levels.
Experienced Rewards or Punishment
Search for Ways to Satisfy Needs
Reassessment of Need Deficiency
Experienced
Need
Deficiency
Choice of Goal-Directed Behaviors
Enrichment of Behavioral Choice (Performance)
Motivational Framework
HISTORICAL PERSPECTIVES ON MOTIVATION
The Traditional Approach – it is assumed that employees are economically motivated and work to earn as much money as they can. * Frederick Taylor developed a method of structuring jobs that he called scientific management.
The Human Relations Approach –This approach assumes that employees want to feel useful and important, that employees have strong social needs, and that these needs are more important than money in motivating employees.
The Human Resource Approach – the human relationists believed that illusions of contribution and participation would enhance motivation; that the contributions themselves are valuable to both individuals and organizations.
Need-Based Perspectives on Motivation
The Hierarchy of Needs Theory – developed by Abraham Maslow 1. Physiological needs – the most basic needs which includes food, sex , water, and air 2. Security needs – scrod thing that offers safety and security such as adequate housing, clothes, and freedom from worry and anxiety. 3. Love and belongingness needs – are primarily social that includes the need for love and affection and the need to be accepted by groups or peers. 4. Self esteem needs – the need for self-image and self-respect and the need to be respected by others. 5. Self-Actualization needs – the top of the hierarchy that involves a person’s realizing his or her full potential and becoming all that he or she can be.
ERG Theory – developed by Clayton Aldelfer
E