Motivation

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Motivation by Mind Map: Motivation

1. Forces

1.1. Direction

1.1.1. a particular goal

1.2. Intensity

1.2.1. level of effort

1.3. Persistence

1.3.1. amount of time

2. Equity Theory

2.1. Elements

2.1.1. What employees receive

2.1.1.1. pay

2.1.1.2. promotion

2.1.1.3. recognition

2.1.2. Investment

2.1.2.1. skills

2.1.2.2. effort

2.1.2.3. experience,

2.1.2.4. amount of time worked

2.1.2.5. performance results

2.1.3. Outcomes

2.1.3.1. Underreward Inequity

2.1.3.1.1. Correcting methods

2.1.3.2. Overreward Inequity

2.1.3.2.1. Correcting methods

2.1.3.3. Equity

2.2. Organizational Justice

2.2.1. Distributive Justice

2.2.2. Procedural Justice

2.2.3. Equity Principle

2.2.4. Rules

2.2.4.1. Structural Rules

2.2.4.2. Social Rules

3. Goal Setting Theory

3.1. Effective goal

3.1.1. Specific

3.1.2. Relevant

3.1.3. Challenging

3.1.4. Commitment

3.1.5. Participation

3.1.6. Feedback

3.1.6.1. Specific

3.1.6.2. Relevant

3.1.6.3. Timely

3.1.6.4. Sufficiently

3.1.6.5. Credible

3.2. Limitations

3.2.1. if the goals are tied to monetary incentives

3.2.1.1. many employees tend to select easy goals

3.2.2. the incapability of applying goal setting to every performance dimension of every job

4. Expectancy Theory

4.1. Effort

4.1.1. Self-efficacy

4.1.1.1. Training

4.1.1.2. Abilities

4.1.2. Increasing methods

4.1.2.1. Train employees

4.1.2.2. Select people with required competencies

4.1.2.3. Provide role clarification

4.1.2.4. Provide sufficient resources

4.1.2.5. Provide coaching & feedback

4.2. Performance

4.2.1. Perceptions

4.2.2. Learning

4.2.3. Increasing methods

4.2.3.1. Measure performance accurately

4.2.3.2. Describe outcomes of good & poor performance

4.2.3.3. Explain how rewards are linked to past performance

4.3. Outcomes Valences

4.3.1. Increasing methods

4.3.1.1. Ensure that rewards are valued

4.3.1.2. Individualize rewards

4.3.1.3. Minimize countervalent outcomes

5. Needs Hierarchy Theory

5.1. Satisfaction-progression process / Needs

5.1.1. Self-actualization

5.1.1.1. self-fulfillment

5.1.1.2. realization of one’s potential

5.1.2. Esteem

5.1.2.1. self-esteem

5.1.2.2. social esteem

5.1.3. Belongingness

5.1.3.1. love, affection

5.1.4. Safety

5.1.4.1. a secure and stable environment

5.1.4.2. the absence of pain, threat or illness

5.1.5. Physiological

5.1.5.1. food

5.1.5.2. air

5.1.5.3. water

5.1.5.4. shelter

6. Theory of Learned Needs

6.1. Need for Achievement

6.1.1. High nAch

6.1.1.1. Prefer working alone

6.1.1.2. Desire unambiguous feedback

6.1.1.3. Money is a weak motivator

6.1.1.4. Successful entrepreneurs

6.1.2. Low nAch

6.1.2.1. Money is used as an incentive

6.1.2.2. Team leaders

6.2. Need for Affiliation

6.2.1. High nAff

6.2.1.1. Want to form positive relationships with others

6.2.1.2. Actively support others

6.2.1.3. More effective in coordinating roles

6.2.1.4. Prefer working with others

6.2.2. Low nAff

6.2.2.1. Better for making resource allocation decisions

6.3. Need for Power

6.3.1. High nPow

6.3.1.1. Want to exercise control over others

6.3.1.2. Rely on persuasive communication

6.3.1.3. personalized power

6.3.1.4. socialised power

7. ERG Theory

7.1. Growth

7.1.1. self-esteem

7.1.1.1. personal achievement

7.1.1.2. self-actualisation

7.2. Relatedness

7.2.1. interact with other people

7.2.2. receive public recognition

7.2.3. feel secure around other people

7.3. Existence

7.3.1. Physiologically related safety needs

7.3.2. & physically related safety needs

8. Two-factors Theory

8.1. Motivators

8.1.1. Outcomes

8.1.1.1. Satisfaction

8.1.1.2. No Satisfaction

8.1.2. Factors

8.1.2.1. achievement

8.1.2.2. recognition

8.1.2.3. responsibility

8.1.2.4. advancement

8.2. Hygiene Factors

8.2.1. Outcomes

8.2.1.1. Dissatisfaction

8.2.1.2. No Dissatisfaction

8.2.2. Factors

8.2.2.1. salary

8.2.2.2. working conditions

8.2.2.3. company policy

9. Innate Human Drives

9.1. Drive to Acquire

9.1.1. Need to take/keep objects and experiences

9.1.2. Basis of hierarchy and status

9.2. Drive to Bond

9.2.1. Need to form relationships and social commitments

9.2.2. Basis of social identity

9.3. Drive to Learn

9.3.1. Need to satisfy curiosity and resolve conflicting information

9.3.2. Basis of self-actualization

9.4. Drive to Defend

9.4.1. Need to protect ourselves

9.4.2. Reactive (not proactive) drive

9.4.3. Basis of fight or flight

10. Process

10.1. Unsatisfied Need

10.2. Tension

10.3. Drives

10.4. Search Behavior

10.5. Successful Effort

10.6. Satisfied Need

10.7. Tension Reduction

10.8. Environmental Change

11. Challenges

11.1. Revised employment relationship

11.1.1. Potentially undermines trust and commitment

11.2. Flatter organizations

11.2.1. Fewer supervisors to monitor performance

11.3. Changing workforce

11.3.1. Younger staff have different needs