Organizational Behavior PDF

Copyright © 2017 Pearson Education, Inc. 1-1 7 Motivation Concepts Copyright © 2017 Pearson Education, Inc. LO 1 Describe the Three Key Elements of Motivation‫ﺻف اﻟﻌﻧﺎﺻﺮ اﻷﺳﺎﺳﻴﺔ اﻟﺜﻼﺛﺔ ﻟﻠﺘﺣﻔﻴﺰ‬ ØMotivation is the processes that account for an individual’s intensity , direction, and persistenc...

Copyright © 2017 Pearson Education, Inc. 1-1 7 Motivation Concepts Copyright © 2017 Pearson Education, Inc. LO 1 Describe the Three Key Elements of Motivation‫ﺻف اﻟﻌﻧﺎﺻﺮ اﻷﺳﺎﺳﻴﺔ اﻟﺜﻼﺛﺔ ﻟﻠﺘﺣﻔﻴﺰ‬ ØMotivation is the processes that account for an individual’s intensity , direction, and persistence of effort toward attaining a goal. ‫اﻟداﻓﻊ ھو اﻟﻌﻣﻠﯾﺎت‬ ‫اﻟﺗﻲ ﺗﻔﺳر ﺷدة اﻟﻔرد واﺗﺟﺎھﮫ واﺳﺗﻣراره ﻓﻲ اﻟﺟﮭد ﻧﺣو ﺗﺣﻘﯾق اﻟﮭدف‬ ØThe level of motivation varies both between individuals and within individuals at different times. ‫ﯾﺧﺗﻠف ﻣﺳﺗوى اﻟﺗﺣﻔﯾز ﺑﯾن اﻷﻓراد وداﺧل اﻷﻓراد ﻓﻲ‬ ‫أوﻗﺎت ﻣﺧﺗﻠﻔﺔ‬ Copyright © 2017 Pearson Education, Inc. 7-3 LO 1 Describe the Three Key Elements of Motivation ØThe three key elements of motivation are: ‫اﻟﻌﻧﺎﺻر اﻟﺛﻼﺛﺔ اﻟرﺋﯾﺳﯾﺔ ﻟﻠﺗﺣﻔﯾز ھﻲ‬ 1. Intensity: concerned with how hard a person tries. ‫ اﻻھﺗﻣﺎم ﺑﻣدى ﺻﻌوﺑﺔ ﻣﺣﺎوﻟﺔ‬:‫اﻟﺷدة‬ ‫اﻟﺷﺧص‬ 2. Direction: the orientation that benefits the organization. ‫ اﻟﺗوﺟﮫ اﻟذي ﯾﻔﯾد اﻟﻣﻧظﻣﺔ‬:‫اﻻﺗﺟﺎه‬ 3. Persistence: a measure of how long a person can maintain his/her effort. :‫اﻟﻣﺛﺎﺑرة‬ ‫ﻣﻘﯾﺎس ﻟﻠﻣدة اﻟﺗﻲ ﯾﻣﻛن ﻟﻠﻔرد أن ﯾﺣﺎﻓظ ﻓﯾﮭﺎ ﻋﻠﻰ ﺟﮭده‬ Copyright © 2017 Pearson Education, Inc. 7-4 LO 2 Compare the EarlyTheories of Motivation‫ﻗﺎرن ﺑﻴن اﻟﻧظﺮﻳﺎت اﻟﻣﺑﻛﺮة ﻟﻠﺘﺣﻔﻴﺰ‬ Copyright © 2017 Pearson Education, Inc. 7-5 LO 1 Compare the Early Theories of Motivation Copyright © 2017 Pearson Education, Inc. 7-7 LO 2 Compare the Early Theories of Motivation Ø McClelland’s Theory of Needs ‫ﻧظرﯾﺔ ﻣﺎﻛﻠﯾﻼﻧد ﻟﻠﺣﺎﺟﺎت‬ Ø The theory focuses on three needs: Ø Need for achievement ‫(اﻧﺟﺎز‬nAch): drive to excel, to achieve in relation to a set of standards, to strive to succeed. ‫ ﻟﺗﺣﻘﯾﻘﮫ ﻓﯾﻣﺎ ﯾﺗﻌﻠق‬، ‫اﻟداﻓﻊ إﻟﻰ اﻟﺗﻔوق‬ ‫ ﻟﻠﺳﻌﻲ ﻟﺗﺣﻘﯾق اﻟﻧﺟﺎح‬، ‫ﺑﻣﺟﻣوﻋﺔ ﻣن اﻟﻣﻌﺎﯾﯾر‬ Ø Need for power ‫(اﻟﻘوة‬nPow): need to make others behave in a way that they would not have behaved otherwise. ‫ﺑﺣﺎﺟﺔ إﻟﻰ ﺟﻌل اﻵﺧرﯾن ﯾﺗﺻرﻓون‬ ‫ﺑطرﯾﻘﺔ ﻟم ﺗﻛن ﻟﯾﺗﺻرﻓوا ﺑطرﯾﻘﺔ أﺧرى‬ Ø Need for affiliation‫( اﻻﻧﺗﻣﺎء‬nAfl): desire for friendly and close interpersonal relationships. ‫اﻟرﻏﺑﺔ ﻓﻲ ﻋﻼﻗﺎت ﺷﺧﺻﯾﺔ ودﯾﺔ ووﺛﯾﻘﺔ‬ Copyright © 2017 Pearson Education, Inc. 7-9 LO 3 Goal-Setting Theory ØGoal-Setting Theory ‫ﻧظرﯾﺔ ﺗﺣدﯾد اﻟﮭدف‬ Ø Goals tell an employee what needs to be done and how much effort is needed. ‫ﺗﺧﺑر اﻷھداف اﻟﻣوظف ﺑﻣﺎ ﯾﺟب اﻟﻘﯾﺎم‬ ‫ﺑﮫ وﻣﻘدار اﻟﺟﮭد اﻟﻣطﻠوب‬ ØEvidence suggests: ‫ﺗﺷﯾر اﻻدﻟﺔ‬ Ø Specific goals increase performance. ‫اﻷھداف اﻟﻣﺣددة ﺗزﯾد‬ ‫ﻣن اﻷداء‬ Ø Difficult goals, when accepted, result in higher performance than do easy goals. ‫ ﻋﻧد ﻗﺑوﻟﮭﺎ‬، ‫اﻷھداف اﻟﺻﻌﺑﺔ‬ ‫ ﺗؤدي إﻟﻰ أداء أﻋﻠﻰ ﻣن أداء اﻷھداف اﻟﺳﮭﻠﺔ‬، Ø Feedback leads to higher performance than does nonfeedback.‫ﺗؤدي اﻟﺗﻌﻠﯾﻘﺎت إﻟﻰ أداء أﻋﻠﻰ ﻣن ﻋدم اﻟﺗﻐذﯾﺔ اﻟراﺟﻌﺔ‬ Copyright © 2017 Pearson Education, Inc. 7-10 LO 3 Ø Three other factors influencing the goalsperformance relationship: ‫ﺛﻼﺛﺔ ﻋواﻣل أﺧرى ﺗؤﺛر‬ ‫ﻋﻠﻰ اﻟﻌﻼﻗﺔ ﺑﯾن اﻷھداف واﻷداء‬ Ø Goal commitment ‫اﻟﺗزام‬ Ø Task characteristics‫ﺧﺻﺎﺋص اﻟﻣﮭﻣﺔ‬ Ø National culture ‫اﻟﺛﻘﺎﻓﺔ اﻟوطﻧﯾﺔ‬ Copyright © 2017 Pearson Education, Inc. 7-11 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory ØSelf-efficacy theory ‫ﻧظرﯾﺔ اﻟﻛﻔﺎءة اﻟذاﺗﯾﺔ‬ Øis an individual’s belief that he or she is capable of performing a task.‫ھو اﻋﺗﻘﺎد اﻟﻔرد ﺑﺄﻧﮫ ﻗﺎدر ﻋﻠﻰ أداء ﻣﮭﻣﺔ ﻣﺎ‬ Ø Enactive mastery ‫إﺗﻘﺎن ﻓﻌﺎل‬ Ø Vicarious modeling ‫اﻟﻧﻣذﺟﺔ اﻟﺗﺑﺎدﻟﯾﺔ‬ Ø Verbal persuasion ‫اﻹﻗﻧﺎع اﻟﻠﻔظﻲ‬ Ø Arousal ‫إﺛﺎرة‬ Ø Also known as social cognitive theory ‫ﺿﺎ ﺑﺎﺳم‬ ً ‫ﺗ ُﻌرف أﯾ‬ ‫اﻟﻧظرﯾﺔ اﻟﻣﻌرﻓﯾﺔ اﻻﺟﺗﻣﺎﻋﯾﺔ‬ Ø and social learning theory. ‫وﻧظرﯾﺔ اﻟﺗﻌﻠم اﻻﺟﺗﻣﺎﻋﻲ‬ Copyright © 2017 Pearson Education, Inc. 7-12 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory Ø Reinforcement theory: behavior is a function of its consequences.‫ اﻟﺳﻠوك ھو داﻟﺔ ﻋﻠﻰ ﻋواﻗﺑﮫ‬:‫ﻧظرﯾﺔ اﻟﺗﻌزﯾز‬ Ø Reinforcement conditions behavior.‫ﺗﻌزﯾز ظروف اﻟﺳﻠوك‬ Ø Behavior is environmentally caused. ‫اﻟﺳﻠوك ﻧﺎﺗﺞ ﻋن اﻟﺑﯾﺋﺔ‬ Ø Goal setting is a cognitive approach: an individual’s purposes direct his or her action. :‫ﺗﺣدﯾد اﻟﮭدف ھو ﻧﮭﺞ ﻣﻌرﻓﻲ‬ ‫أﻏراض اﻟﻔرد ﺗوﺟﮫ ﻋﻣﻠﮫ‬ Ø Operant conditioning theory : people learn to behave to get something they want or to avoid something they don’t want. ‫ ﯾﺗﻌﻠم اﻟﻧﺎس اﻟﺗﺻرف ﻟﻠﺣﺻول ﻋﻠﻰ‬:‫ﻧظرﯾﺔ اﻟﺗﻛﯾﯾف اﻟﻔﻌﺎل‬ ‫ﺷﻲء ﯾرﯾدوﻧﮫ أو ﺗﺟﻧب ﺷﻲء ﻻ ﯾرﯾدوﻧﮫ‬ B.F Skinners behaviorism Copyright © 2017 Pearson Education, Inc. 7-13 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory ØSocial-learning theory: we can learn through both observation and direct experience. ‫ﻧظرﯾﺔ اﻟﺗﻌﻠم‬ ‫ ﯾﻣﻛﻧﻧﺎ اﻟﺗﻌﻠم ﻣن ﺧﻼل اﻟﻣﻼﺣظﺔ واﻟﺧﺑرة اﻟﻣﺑﺎﺷرة‬:‫اﻻﺟﺗﻣﺎﻋﻲ‬ Ø Models are central, and four processes determine their influence on an individual: ‫ وﺗﺣدد‬، ‫اﻟﻧﻣﺎذج ﻣرﻛزﯾﺔ‬ ‫أرﺑﻊ ﻋﻣﻠﯾﺎت ﺗﺄﺛﯾرھﺎ ﻋﻠﻰ اﻟﻔرد‬ ØAttentional processes‫ﻋﻣﻠﯾﺎت اﻻﻧﺗﺑﺎه‬ ØRetention processes‫ﻋﻣﻠﯾﺎت اﻻﺳﺗﺑﻘﺎء‬ ØMotor reproduction processes ‫ﻋﻣﻠﯾﺎت اﻟﺗﻛﺎﺛر‬ ‫اﻟﺣرﻛﻲ‬ ØReinforcement processes ‫ﻋﻣﻠﯾﺎت اﻟﺗﻌزﯾز‬ Copyright © 2017 Pearson Education, Inc. 7-14 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory Copyright © 2017 Pearson Education, Inc. 7-15 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory ØWhen employees perceive an inequity, they can be predicted to make one of six choices: ‫ﻋﻧدﻣﺎ ﯾدرك‬ ‫ ﯾﻣﻛن ﺗوﻗﻊ ﻗﯾﺎﻣﮭم ﺑواﺣد ﻣن ﺳﺗﺔ ﺧﯾﺎرات‬، ‫اﻟﻣوظﻔون وﺟود ظﻠم‬ Ø Change their inputs. ‫ﻗم ﺑﺗﻐﯾﯾر ﻣدﺧﻼﺗﮭم‬ Ø Change their outcomes. ‫ﻗم ﺑﺗﻐﯾﯾر ﻧﺗﺎﺋﺟﮭم‬ Ø Distort perceptions of self. ‫ﺗﺷوﯾﮫ ﺗﺻورات اﻟذات‬ Ø Distort perceptions of others. ‫ﺗﺷوﯾﮫ ﺗﺻورات اﻵﺧرﯾن‬ Ø Choose a different referent. ‫اﺧﺗر ﻣرﺟﻌﺎ ﻣﺧﺗﻠﻔﺎ‬ Ø Leave the field. ‫اﺗرك اﻟﺣﻘل‬ Copyright © 2017 Pearson Education, Inc. 7-16 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory ØExpectancy theory: a tendency to act in a certain way depends on an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. ‫ ﯾﻌﺗﻣد اﻟﻣﯾل إﻟﻰ اﻟﺗﺻرف‬:‫ﻧظرﯾﺔ اﻟﺗوﻗﻊ‬ ‫ﺑطرﯾﻘﺔ ﻣﻌﯾﻧﺔ ﻋﻠﻰ ﺗوﻗﻊ أن ﯾﺗﺑﻊ اﻟﻔﻌل ﻧﺗﯾﺟﺔ ﻣﻌﯾﻧﺔ وﻋﻠﻰ ﺟﺎذﺑﯾﺔ ﺗﻠك اﻟﻧﺗﯾﺟﺔ‬ ‫ﻟﻠﻔرد‬ ØThree relationships: ‫ﺛﻼث ﻋﻼﻗﺎت‬ Ø Effort-performance relationship‫ﻋﻼﻗﺔ اﻟﺟﮭد واﻷداء‬ Ø Performance-reward relationship‫اﻟﻌﻼﻗﺔ ﺑﯾن اﻷداء واﻟﻣﻛﺎﻓﺄة‬ Ø Rewards-personal goals relationship ‫ﻋﻼﻗﺔ اﻟﻣﻛﺎﻓﺂت‬ ‫واﻷھداف اﻟﺷﺧﺻﯾﺔ‬ Copyright © 2017 Pearson Education, Inc. 7-17 LO 4 Self-Efficacy, Reinforcement, Equity, and Expectancy Theory Ø Expectancy theory helps explain why a lot of workers aren’t motivated and do only the minimum. ‫ﺗﺳﺎﻋد ﻧظرﯾﺔ اﻟﺗوﻗﻊ ﻓﻲ ﺗﻔﺳﯾر ﺳﺑب‬ ‫ﻋدم ﺗﺣﻔﯾز اﻟﻛﺛﯾر ﻣن اﻟﻌﻣﺎل واﻟﻘﯾﺎم ﺑﺎﻟﺣد اﻷدﻧﻰ ﻓﻘط‬ Ø Three questions employees need to answer in the affirmative if their motivation is to be maximized: ‫ھﻧﺎك ﺛﻼﺛﺔ أﺳﺋﻠﺔ ﯾﺣﺗﺎج اﻟﻣوظﻔون إﻟﻰ‬ ‫اﻹﺟﺎﺑﺔ ﻋﻠﯾﮭﺎ ﺑﺎﻹﯾﺟﺎب إذا أرﯾد ﺗﻌظﯾم دواﻓﻌﮭم‬ Ø If I give maximum effort, will it be recognized in my performance appraisal? ‫ ھل ﺳﯾﺗم اﻻﻋﺗراف ﺑﮫ ﻓﻲ‬، ‫إذا ﺑذﻟت أﻗﺻﻰ ﺟﮭد‬ ‫ﺗﻘﯾﯾم أداﺋﻲ؟‬ Ø If I get a good performance appraisal, will it lead to organizational rewards? ‫ ﻓﮭل ﺳﯾؤدي ذﻟك‬، ‫إذا ﺣﺻﻠت ﻋﻠﻰ ﺗﻘﯾﯾم أداء ﺟﯾد‬ ‫إﻟﻰ ﻣﻛﺎﻓﺂت ﺗﻧظﯾﻣﯾﺔ؟‬ Ø If I’m rewarded, are the rewards attractive to me? ، ‫إذا ﺗم ﻣﻛﺎﻓﺄﺗﻲ‬ ‫ﻓﮭل ھذه اﻟﻣﻛﺎﻓﺂت ﺟذاﺑﺔ ﺑﺎﻟﻧﺳﺑﺔ ﻟﻲ؟‬ Copyright © 2017 Pearson Education, Inc. 7-19