Human Behavior in Organization: Motivation and Needs

Motivation is defined as the process of activating behavior only.

Motivation in the workplace is solely defined by internal forces.

Direction in motivation refers to the level of effort provided by the employee.

Intensity in motivation refers to what individual chooses to do when faced with options.

Persistence in motivation measures how long a person can maintain effort to achieve personal goals.

To create a more engaged and motivated workforce, we need to understand the motivational “forces” within people.

Employee engagement is primarily driven by the emotional motivation of an individual.

Drives are goal-directed forces that people experience to correct deficiencies or maintain an internal equilibrium.

Needs are the starting point of motivation because they generate emotions.

The drive to bond generates positive emotions when we are rejected by others or lack social interaction over time.

Employee engagement is primarily influenced by an individual's perceived clarity of the organization's vision.

Needs are innate and universal characteristics of humans.

This Student Activity Sheet belongs to a PSY 101 course.

The A. Work Tracker is used to evaluate student learning targets.

The Think about your Learning section is used to reflect on motivation in the workplace.

The document is a typical example of a sales customer tracking sheet.

The activity sheet is used to track customer sales performance.

The Lesson Wrap-up section is only for the instructor's use.

Vroom's motivation theory involves only two factors: valence and expectancy.

John Stacey Adams' Equity Theory is based on the premise that employees will put forth maximum effort regardless of the reward potential.

According to John Stacey Adams' Equity Theory, outputs include things like effort and enthusiasm.

Instrumentality is one's estimate of probability that effort will result in successful performance.

When a balance is achieved between inputs and outputs, it is believed that employees will be more dissatisfied and unwilling to work toward higher levels of productivity.

Valence is one's estimate that performance will result in receiving the reward.

Ava's sales manager, Eric Krutz, is concerned about her performance because she is meeting her sales quota.

Ava is one of the three sales people working a large metropolitan area.

The company's incentive bonus plan is based on seniority.

Ava has expressed her dissatisfaction with the company's incentive bonus plan.

Eric Krutz is considering terminating Ava's employment due to her poor performance.

The demand for computers and word processors is low in the market area.