Professional Documents
Culture Documents
Leading
• Leading is defined as the process of influencing people so that they will
contribute to organization and group goals.
– Involves considering of human factors, motivation and some other internal
human process
– Aim is to establish an environment where individuals will work together
in groups to achieve common objective.
Motivation
• The willingness to exert high levels of effort to reach organizational goals,
conditioned by the effort’s ability to satisfy some individual need.
Satisfactio Actions
NEED
General Organizational
Self Challengin
Achievemet actualizatio Challeng
i
Jo
Status Estee
title
Friend
Frindshipie Belongingnes
at work
Pensio
Stability Securit
pla
Base
Food Physiolog
Salary
Satisfaction No satisfaction
Hygiene
• Supervisor
• Working
• Interpersonal relations
• Pay and
• Company policies
administratio
Dissatisfactio No
– Criticisms of the Two-Factor Theory
• Interview findings are subject to different explanations.
• Sample population was not representative.
• Subsequent research has not upheld theory.
Outcom Valenc
• Suggests that motivation leads to effort, when combined with ability and
environmental factors, that results in performance which, in turn, leads to various
outcomes that have value
(valence) to employees.
• Efforts to performance expectancy
– Strong (1.00) , unrelated (0) or some what related (0 – 1.00)
• Performance to outcome expectancy
– High (1.00), indifferent (0) or moderate (0 – 1.00)
• Out comes and valence
– Positive, negative or indifferent.
Equity Theory
Proponent: J. Stacy Adams
• Equity theory refers to an individual’s subjective judgments about the fairness of
the reward she or he got relative to the inputs (effort, experience, education etc.)
in comparison with the rewards of others.
• There should be a balance of the output/input relationship for one person in
comparison with that for another person.
• Results:
– Inequitable: dissatisfaction, reduced output, departure
– Equitable: continuation at the same level
– More than equitable: harder work, discounted reward
Reinforcement Theory
An approach to motivation that explain the role of rewards as they cause behavior to
change or remain the same over time.
– Assumes that behavior that results in rewarding consequences is likely to
be repeated, whereas behavior that results in punishing consequences is
less likely to be repeated.
• Kinds of reinforcements
– Positive reinforcement (e.g. praise)
– Avoidance (e.g. escaping reprimands)
– Punishment ( e.g. fines)
– Extinction (e.g. withdrawing incentives)