Author: mfadmin

Herzberg’s two-factor theory (motivation-hygiene theory),”proposes that intrinsic factors are related to job satisfaction and motivation, whereas extrinsic factors are associated with job dissatisfaction.Hygiene factors eliminate job dissatisfaction but don’t motivate. Motivators increase job satisfaction and motivation. Herzberg concluded that the opposite of satisfaction is not dissatisfaction

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Herzberg’s two-factor theory (motivation-hygiene theory),”proposes[…]

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McClelland’s Three Needs Theory,”• Needs for achievement (nAch): the drive to succeed and excel in relation to a set of standards• Need for power (nPow): the need to make others behave in a way that they would not have behaved otherwise• Need for affiliation (nAff): the desire for friendly and close interpersonal relationships.People with nAch prefer jobs that offer responsibility, receiving feedback in order to improve

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.McClelland’s Three Needs Theory,”• Needs[…]

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Goal-setting theory and three contingency factors,”Specific goals increase performance and difficult goals, when accepted, result in higher performance than easy goals do.o Working toward a goal is a major source of job motivation.o In some cases, participative set goals elicit superior performance; in other cases, individuals performed best when their manager assigned goals.o Self-generated feedback (where an employee monitors his/her own progress) has been shown to be a more powerful motivator than feedback coming from someone else.Besides feedback, 3 other contingencies influence the goal-performance relationship:• Commitment.• Self-efficacy. an individual’s belief that he/she is capable of performing a task. The higher your self-efficacy, the more confidence you have in your ability to succeed in a task.• National culture. Assumes that subordinates will be reasonably independent, that people will seek challenging goals

Management

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Job design and parts,”The term job design refers to the way tasks are combined to form complete jobs. Managers should design jobs deliberately and thoughtfully to reflect the demands of the changing environment, the organization’s technology, and employee’s skills, ability and preferences. When jobs are designed like that, employees are motivated to work hard.Any job can be described in terms of the following five core job dimensions:• Skill variety: the degree to which the job requires a variety of activities so the worker can use a number of different skills and talents.• Task identity: the degree to which the job requires completion of a whole and identifiable piece of work• Task significance: The degree to which the job provides freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.• Autonomy: the degree to which the job provides freedom, independence

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Job design and parts,”The term[…]

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