Motivation Theory and Industrial PDF

Summary

This document discusses individual differences in achievement motives and organizational justice and fairness theories, offering insights into the role of stable dispositions and the importance of fairness in employee-employer relationships. It's relevant to understanding both individual motivations and organizational dynamics.

Full Transcript

Individual Differences in Achievement Motives ● ● ● ● Role of stable dispositional tendencies (e.g. achievement orientation) in predicting work performance: ○ Achievement motives can significantly affect long-term job behavior in certain jobs - Helmreich et. al and Day & Silverman ○ New research...

Individual Differences in Achievement Motives ● ● ● ● Role of stable dispositional tendencies (e.g. achievement orientation) in predicting work performance: ○ Achievement motives can significantly affect long-term job behavior in certain jobs - Helmreich et. al and Day & Silverman ○ New research focuses on specific settings relevant to learning and education ■ Largely inductive rather than deductive ○ individual's goals influenceS behavior and information processing Implications of this research: ○ Orientation is partially under individual's control -> influence their strategies for task persistence ○ Diversity and flexibility of goals that individuals hold for task engagement is an important area for future research Shift in industrial and organizational research from ○ need-based models -> dispositional models (behavior based on stable, inherent personality traits) Future research to focus on the motivational mechanisms involved in these relationships Organizational Justice and Fairness Theories ● ● ● ● Adams' Equity Theory: ○ Individuals value fairness in employee-employer relationships ○ Downside: Perceived inequity can lead to tension and cognitive/behavioral responses Research Evidence: ○ Focused on pay inequity, findings generally support theory ○ But: Overpayment inequity does not consistently result in increased performance ○ Equity theory could be extended to consider outcomes other than pay ○ Effects of perceived inequity can change over time Organisational Justice: ○ Distinction between distributive and procedural fairness ○ Greenberg's taxonomy: ■ Focus on fairness of outcome (distributive justice) vs procedures used to determine outcome (procedural justice) ■ Focus on restoration of justice vs individuals seeking justice ■ Consider individual differences in fairness motives Procedural fairness in organizational settings: ○ Enhances perceptions of fairness, regardless of outcome ○ Evaluation frequency & opportunity to express opinions impact employees' perceptions ○ Consistency in evaluation standards & opportunity to provide input influence perceptions ○ Related to turnover intentions

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