Motivation Theory and Industrial PDF

Summary

This document discusses motivation theories, focusing on how achievement-oriented individuals select tasks. It explains how the number of steps in a goal affects task performance and how individual differences influence the process. The document then compares Raynor's and Vroom's models, introducing Weiner's Attribution Theory to explain how we explain events and the impact of emotional feelings. It further explores attribution research using casual categories like effort and task difficulty, and its subsequent impacts on organizational behavior and motivation.

Full Transcript

○ ○ ○ ● Achievement-oriented individuals prefer moderately difficult tasks in noncontingent settings As number of steps in a path increases, individual differences in achievement motives have a stronger impact on task performance Increase in time required to achieve goal can decrease motivation I...

○ ○ ○ ● Achievement-oriented individuals prefer moderately difficult tasks in noncontingent settings As number of steps in a path increases, individual differences in achievement motives have a stronger impact on task performance Increase in time required to achieve goal can decrease motivation Implications: ○ Achievement-oriented individuals may choose less difficult tasks when success is necessary for goal progression ○ Intrinsic outcomes become more central in early stages of a contingent path, while extrinsic outcomes become more dominant closer to goal attainment Comparison of Raynor's and Vroom's Models ● ● Raynor's contingent-noncontingent path concepts integrated with Vroom's model: ○ Performance success seen as necessary for long-term outcomes like promotions Weiner's Attribution Theory introduced: ○ How we explain events (attribution) affects our behavior through our expectations ○ Different ways of explaining events lead to different emotional feelings Attribution Research: ● ● ● ● People explain their behavior using ○ Four causal categories: effort, ability, task difficulty, luck ○ Two dimensions: control and stability ○ Outcomes can have internal and unstable causes yet still be within an individual's control (Weiner's expanded model) Affective Responses: ○ Anger, pity, guilt, gratitude, shame ○ Influence motivation through changes in expectations and the valence of goal attainment Implications for organizational Behavior: ○ Perception of ability as controllable or uncontrollable can affect task interest and work performance Dynamics of Action Approach: ○ Past experiences shape current and future motivation ○ History influences present actions and future behaviors

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