COMM 251 Lecture Notes - Lecture 5: Dime (United States Coin), Reward System, Office Space
Document Summary
It"s a problem of motivation" office space clip: basic needs: that"ll only make someone work just harder enough not to get fired". Instrumentality: even if peter works harder he won"t see another dime". 2: pay for performance: compensation assumed to be the best motivator. The extent to which persistent effort is directed toward a goal. Three key elements: intensity (effort): how hard a person tries, persistence: how long a person can maintain effort, direction (quality): is this intensity/persistence driven toward organizational goals. Interactionist perspective: motivation results from the interaction between the individual and the situation. Significant driving force that explains/predict employee performance: ubiquitous and pervasive across jobs/industries. Complexity (different individuals want different things: an organizational lever to enhance performance. Early theories (needs: maslow"s hierarchy of needs theory, mcclelland"s theory of needs. Contemporary theories (semi-needs: self-determination theory, psychological empowerment. Contemporary theories (process: expectancy theory, goal-setting theory, equity theory. Where does motivation come from: human diversity.
