Expectancy Theory vs Equity Theory Essay

behaviour, and goals will focus your energy.” -Kenneth H. Blanchard Organisational Behaviour has been an instrument for human development. It speaks volumes about the importance of a person as a human being and as a team member. Various theories have been put forward by researchers that support this fundamental meaning of Organisational behaviour. At the Individual Level, OB gives an analysis of a person’s learning, creativity, personality they possess, their behaviour, personal ethics

have their own set of goals and it is the duty of a manager to predict these goals in every way, they must identify an employee’s goal and also the actions that the employee has taken to attain them. This is where theories of motivation plays it’s role, where by implementing these theories managers able to identify and understand what are the

Introduction Motivation is defined as the desire to do something or behave in a certain way to pursue work tasks and goals. There are two primary theories of motivation that employers often use – Extrinsic Motivation and Intrinsic Motivation. Extrinsic Motivation refers to external factors that cause an employee to act towards completing their tasks or attainment of goals. Usually, employee behavior in that way to earn a reward or to avoid a consequence; punishment. Examples are monetary rewards

people make sense of the world by organizing and interpreting sensory input. Factors Influencing Perception • Internal • External • Situational Attribution Theory • We judge people differently based on the meaning the ATTRIBUTE to their behavior, mainly, if it was internally of externally caused. • Ways to determine internal vs external: o Distinctness – do they act differently in different situations? • Yes – external. No - internal o Consensus – do other people behave the same way in

Finding and keeping talent in the healthcare field provides unique challenges to human resource management (HRM) seeking to build a stable workforce. The practice of attracting potential employees and encouraging them to apply for positions with an organization is defined by human resource management as recruitment (Recruitment, n.d.). HRM understands that the development and maintenance of a workforce is built upon organizational recruitment. The stability of an organization relies on the ability

independent of a group Uncertainty avoidance Cope with ambiguous or unknown situations Doing business based on contracts or personal connections Masculinity -Femininity The dominant role of genders (career success, recognition, assertiveness vs. nurturing, caring, quality of life) 13. What is the fifth dimension, Confucian dynamism, identified in Hofstede’s framework? Is also known as long-term orientation Identifies if the culture of a region builds on Confucian teachings It emphasizes

Achievement Goal Theory Perspective on Issues in Motivation Terminology, Theory, and Research’. Contemporary Educational Psychology 25, 92–104 (2000) In text reference: (Pintrich, 2000) Ankita Srivastava & Dr. Pooja Bhatia. ‘Issues and Challenges Involved in Motivational Factors in Nationalized Banks.’ The SIJ Transactions on Industrial, Financial & Business Management (IFBM), Vol. 1, No. 3, July-August 2013 In text reference: (Srivastava & Bhatia) Marcia A. Finkelstien. ‘Intrinsic vs. extrinsic motivational

A Savage Factory Executive Summary This report summarizes the history of work attitude for hourly workers and managers, who controlled the quality of the products and sale growth, at Ford Motor Company during and before Economic recession. It is representative of how Ford Management has run the manufacturing sector since 60s in order to meet demand. The purpose of this report is to analyze how Sharonville Plant of the Ford Motor Company can advance work behaviors, enhance training, establish work

confrontation or tension in the work place. The five dimensions of personality are: § Extraversion. Sociable, talkative vs. withdrawn, shy. § Emotional Stability/Neuroticism. Stable, confident vs. depressed, anxious. § Agreeableness. Tolerant, cooperative vs. cold, rude. § Conscientiousness. Dependable, responsible vs. careless, impulsive. § Openness to Experience. Curious, original vs. dull, unimaginative. Employees learn practical skills to include job-specific skills, knowledge, and technical

are many others who take pleasure in their jobs also because they enjoy doing the work. This theory is reflective of Douglas McGregor?s motivational Theory Y. One of the assumptions of Theory Y as noted in the textbook states that ?Employees can view work as being as natural as rest or play?, activities that are undoubtedly rewards in themselves (Robbins, 45). Creating a work environment based on Theory Y would mean that no other