Motivation

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Motive
A personal reason for doing something
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The components of Motivation
1.Direction - what person is trying to do; 2.Effort- how hard a person is trying ;3. Persistence- how long a p. is trying
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Who write theory X and Y and when ?
McGregor 1960
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Theory X
People cannot be trusted, they are lazy and their aims are in conflict with the organisation's ones. People should be controlled with punishments and financial incentives.
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Theory Y
People are loyal and want creativity and independence in their work.If they are threaten well - they will work for the organisation well.
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Social
The behavior is influanced by the other people and the employees seek for relationships at the work place. For them is important to meet the expectations.
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Who write the social theory and when ?
Schein 1988
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Hierarchy of needs - who write it and when ?
Maslow 1943
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Which are the five classes of human needs ?
1.Physiological- the basic needs of the human - sleep, food; 2.Safety- physical and psychological;3.Belongingness- need to receive love and support; 4.Esteem- need to be respected;5.Self-actualization - the need to express themselves
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Flaws in the hierarchy of needs
1. The need do not group together in the predicted ways;2. No clear relationships between needs and behaviour
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Why the hierarchy of needs is so liked?
It helps the managers to understand the behavior of the people
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Who and when write the Need of achievement
McClelland 1961
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The need of achievement
1.Country's economy depends of the levele of need of achievement. It can be used as motivatour for people with high need.
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The six signs of high need of achievements
1.Task involves uncertainty outcomes; 2.Difficult tasks; 3.Tasks with personal responsibilities;4.Task with calculated risk;5.Problem-solving tasks;6.Task with possible succeed, but not sure ones.
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The criticism of the theory "need of achievement'
It work with the western societies.
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Who and when write the VIE theory ?
Vroom 1964
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VIE theory
Shows how people choose which of several possible courses of action they will make
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VIE - the meaning
E-expectancy - If I tried, whould I be able to perform the task ? I-instrumentality-Whoulf the performance of the task would lead to identifiable outcomes? V-valence- How much do I value the outcomes?
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How the theory can be put in practice?
E and I can be expressed from 0 to 1 and valence as a subjective value. Then V*I*E=motivation
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Flaws in the VIE theory
1.Doen not work if the outcomes have negative valence;2.Works better when the outcomes measures is an attitude;3.Self-resported measures are poorly constructed and other variables may come into play;
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Why the VIE theory is helpful
It is good logical analysis of key factors in the choices made by individuals;
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Who and when wrote the Equity theory
Adams 1965
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The Equity theory
1.Focus on cognitive process that lead person's decision wheater or not to expend effort; People want fairness above all;
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How people evaluate their equity (Equity theory)
1.People evaluate their relationships with other through the ratio of their otcomes from the inputs in. 2.If the outcomes/inputs ratio is unequal with the ratio of the comparison one -> inequity exists
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What does the inequity leads to ?
1.People work harder to restore equity. 2.People is motivated to maintain the balance between contribution and reward by salient comparison person to person.
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Weakness of the theory of Equity
1. The theory only offers predictions what people will do 2.Not specify which measures and comparisons other will use
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The people want fairness for (Equity theory)
1.Who gets what 2.The system used to decide who gets what 3.The openness of interpersonal behaviors
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Who and when wrote the Goal-setting theory?
Locke et al. 1990
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Goal
What people is trying to accomplish ; the aim of an action
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The goals in the Goal-setting theory
1.Difficult but not impossible goals; 2.Clearly expressed in performance level; 3. The effect of the goals i greater if they personally matters
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What do the goal so efficiency ? (Goal-setting theory)
The right type of goals -1.Improve the focus of a person's attention on the task; 2.Increase the amount of effort and increase the time they keep trying
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SMART goals
S-specific M-measurable A-agreed R-realistic T-time-based
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Important part of Goal-setting theory
1.Self-efficacy- people should belive that they are able to reach the goal; 2.Attaching tangible rewards will increase the satisfaction and the need for new challenges
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Learning goals in Goal-setting theory
When he goal im more complex; better solutions for the performance and the well-being of the person; Improve task-relevant skills and knowledge
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Issues in Goal-setting theory
1.The difficulty to think about difficult but possible goals; Conflict between the companies goals; Increase the risk in neglect ethics ; The performance goals can make person cheat; The People and circumstances vary;
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Who and when wrote the Self-determination theory
Ryan and Deci 2008
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Self-determination theory
1. All people want competence and autonomy 2.The desirable outcomes should be intrinsic ; 3.People see the money as unmotivated.
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Who and when wrote Prosocial motivation theory
Grant 2007
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Prosocial theory
1.Make positive difference for others 2.In-depth contact with beneficiaries
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Motivation
A set of energetic forces that originate within as well as beyond and individual's being. to initiate work-related behavior and to determine its for, direction, intensity and duration (Pinder 1998)
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Other cards in this set

Card 2

Front

1.Direction - what person is trying to do; 2.Effort- how hard a person is trying ;3. Persistence- how long a p. is trying

Back

The components of Motivation

Card 3

Front

McGregor 1960

Back

Preview of the back of card 3

Card 4

Front

People cannot be trusted, they are lazy and their aims are in conflict with the organisation's ones. People should be controlled with punishments and financial incentives.

Back

Preview of the back of card 4

Card 5

Front

People are loyal and want creativity and independence in their work.If they are threaten well - they will work for the organisation well.

Back

Preview of the back of card 5
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