business research methods
3.
Motivation? Accounts for how much of these are put by an individual to meets Company’s goals-
Intensity – the amount of effort put forth to meet the goal
Direction – efforts are channeled toward organizational goals
Persistence – how long the effort is maintained.
Early Theories-
Maslow’s Hierarchy of Needs Theory-
Lower needs-Safety, Psychological & higher needs- Social, Esteem Self-Actualization.
Douglas McGregor’s X & Y-
Theory-X- people needs shootings, banging to work (Ex- Siva raj)
Theory-Y-Self-motivated. (Ex-Self, Mitra).
Herzberg’s Two-Factor Theory-
Motivation Factors- include promotional benefits, growth, achievement, recognition.
Hygiene factors- Quality of Supervision, Pay, Working conditions.
McClelland's Theory of Needs- nAch-Need for Achievement
Need for Power (nPow)
Need for Affiliation (nAff).
High achievers are not good managers they have high nAff & low nPow,
New Theories-
Cognitive Evaluation Theory
If someone gets money rewards then decrease in motivation to work. These peple need appreciation & not money.
Goal-Setting Theory
Management by Objectives- Goals need to be specific & need to be with feedback.
Self-Efficacy Theory- Individual’s belief that he or she is capable of performing a task
Enactive mastery – gain experience
Vicarious modeling – see someone else do the task
Verbal persuasion – someone convinces you that you have the skills
Arousal – get energized
Equity Theory- Employees weigh what they put into a job situation (input) against what they get from it (outcome).
Equity Theory: -Forms of Justice
Distributive justice- I am paid what I expected.
Procedural justice-I believe in procedure to evaluate outcome
Interactional justice-Degree to which one I treated with dignity & respect.
Expectancy Theory-
Effort-Performance: perceived probability that exerting effort leads to successful performance
Performance-Reward: the belief that successful performance leads to desired outcome
Motivation? Accounts for how much of these are put by an individual to meets Company’s goals-
Intensity – the amount of effort put forth to meet the goal
Direction – efforts are channeled toward organizational goals
Persistence – how long the effort is maintained.
Early Theories-
Maslow’s Hierarchy of Needs Theory-
Lower needs-Safety, Psychological & higher needs- Social, Esteem Self-Actualization.
Douglas McGregor’s X & Y-
Theory-X- people needs shootings, banging to work (Ex- Siva raj)
Theory-Y-Self-motivated. (Ex-Self, Mitra).
Herzberg’s Two-Factor Theory-
Motivation Factors- include promotional benefits, growth, achievement, recognition.
Hygiene factors- Quality of Supervision, Pay, Working conditions.
McClelland's Theory of Needs- nAch-Need for Achievement
Need for Power (nPow)
Need for Affiliation (nAff).
High achievers are not good managers they have high nAff & low nPow,
New Theories-
Cognitive Evaluation Theory
If someone gets money rewards then decrease in motivation to work. These peple need appreciation & not money.
Goal-Setting Theory
Management by Objectives- Goals need to be specific & need to be with feedback.
Self-Efficacy Theory- Individual’s belief that he or she is capable of performing a task
Enactive mastery – gain experience
Vicarious modeling – see someone else do the task
Verbal persuasion – someone convinces you that you have the skills
Arousal – get energized
Equity Theory- Employees weigh what they put into a job situation (input) against what they get from it (outcome).
Equity Theory: -Forms of Justice
Distributive justice- I am paid what I expected.
Procedural justice-I believe in procedure to evaluate outcome
Interactional justice-Degree to which one I treated with dignity & respect.
Expectancy Theory-
Effort-Performance: perceived probability that exerting effort leads to successful performance
Performance-Reward: the belief that successful performance leads to desired outcome