Motivation Theory and Industrial PDF

○ ○ ○ ● 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