INTRODUCTION
ORGANISATIONAL BEHAVIOUR #Behaviour of organisations
'
Stakeholders
HUMAN RESOURCE MANAGEMENT #Influence on employees attitudes
'
,
behaviours and performance
MOTIVATION
Processes
underlieing direction , intensity ,
and persisfence of behaviour
Energetic Force originahiy Within or outside Someone, who initiales effort
→ Certain basic needs motivate behaviour
→ Context of individual motivation in teams are signifikant
→- Gear goods and rewards hdp motivating
MASLOW'S HIERARCHY OF NEEDS :/
Physiological Weeds → Security → Love → Self Esteem
-
→ Self Acfualisation
-
ALPERFER'S ERG THEORY MASLOW + :/
#Existence #Relatedness # Groth needs
# dynamic prominence of needs #symulfaneous activation of needs
MCCLELLAND'S NEED THEORY
#Achievement #Affliction #Power #Extrinsicrewards
HERZBERG'S MOTIVATION HYGIENE THEORY %
-
# Intrinsic motivation
Hygiene Factors → Dissatisfaclion
Motivation Factors → Satisfaction
ADAMS EQUITY THEORY
# Comparative performance #fairness
individualethik =
Others outputs
'
individual inputs ofhersinpnts
,MOTIVATION
RYAN & DECI'S SELF DETERMINATION
-
THEORY :/
# infrinsic factors #extrinsic factors
Expeience of Fosters Resultin
Autonom ,
Volition, Performance ,
Competence ,
→ Motivation, → Persistent ,
Related ness Engagement Creativity
#well -
being
HACKMAN & OLDHAM'S JOB CHARACTER/STICS MODEL
Critical
Core Job
Dimensions Psychologie States | Outcomes
|
Skill variety Internat Motivation
Task identity
Meamiyfulness Performance
Task significah"
| Satisfaction
Autonom Responsibility
|
→
Low Absenteeism
Feedback
↳ Insight Low Turnover
|
BAKKER & DEMEROUTIS JOB DEMANDS RESOURCES THEORY -
Resources are aspects of the job ,
functional to action
gods
Demands are aspects of the job ,
that requireeffort or Skills
Motivational Process Resources Engagement
Outcomes
Health lmpairment Process Demands Ä Burnout
EXPECTANCY THEORY %
Individual Effort → Ind Performance
.
→
Org Rewards
.
→ Personal Goods
Effort Performance
-
Relationship #Expectancy
Performance Rewards
-
Relationship f-Instrumentale)
Rewards -
Gods Relationship # Valence
, MOTIVATION
LOCKE'S GOAL SETTING THEORY i
-
Goal →
Behavioral Intention → Behaviour
#focus attention # regulateeffort #inareasepersisfence
#discover Strategies
ATTITUDES
#Cognitive Component # Affective Component #Behavioral component
(bdiefs) (reaction) ( action)
AJZEN 'S THEORY OF PLANNED BEHAVIOUR
Altitude
Subjective Norms Behavioral
→ → Behaviour
Intention
Perceived behavioral
contro / (
Implementation
Intention
FESTINGER 'S COGNITIVE DISSONANCE THEORY
Unbdancl between cognition affect and behaviour
,
Organisation al
#Behavioral change #Altitude Citizenship
+Performance
Katy Behaviour
Absenfeeism Turnover, Deriance
SATISFACTION ,
OCB -
,
INVOLVEMENT +Performance
,
OCB -
Absenfeeism Turnover,
COMMITMENT +Performance OCB -
Absenfeeism Turnover
, ,
PERCENEDORG SUPPORT .
+ Welt -
Being ,
OCB
,
Invdvement
ENGAGEMENT +Performance OCB -
Absenfeeism Turnover CWB
, ,
,
-
Counterproduktive Work Behaviour
ORGANISATIONAL BEHAVIOUR #Behaviour of organisations
'
Stakeholders
HUMAN RESOURCE MANAGEMENT #Influence on employees attitudes
'
,
behaviours and performance
MOTIVATION
Processes
underlieing direction , intensity ,
and persisfence of behaviour
Energetic Force originahiy Within or outside Someone, who initiales effort
→ Certain basic needs motivate behaviour
→ Context of individual motivation in teams are signifikant
→- Gear goods and rewards hdp motivating
MASLOW'S HIERARCHY OF NEEDS :/
Physiological Weeds → Security → Love → Self Esteem
-
→ Self Acfualisation
-
ALPERFER'S ERG THEORY MASLOW + :/
#Existence #Relatedness # Groth needs
# dynamic prominence of needs #symulfaneous activation of needs
MCCLELLAND'S NEED THEORY
#Achievement #Affliction #Power #Extrinsicrewards
HERZBERG'S MOTIVATION HYGIENE THEORY %
-
# Intrinsic motivation
Hygiene Factors → Dissatisfaclion
Motivation Factors → Satisfaction
ADAMS EQUITY THEORY
# Comparative performance #fairness
individualethik =
Others outputs
'
individual inputs ofhersinpnts
,MOTIVATION
RYAN & DECI'S SELF DETERMINATION
-
THEORY :/
# infrinsic factors #extrinsic factors
Expeience of Fosters Resultin
Autonom ,
Volition, Performance ,
Competence ,
→ Motivation, → Persistent ,
Related ness Engagement Creativity
#well -
being
HACKMAN & OLDHAM'S JOB CHARACTER/STICS MODEL
Critical
Core Job
Dimensions Psychologie States | Outcomes
|
Skill variety Internat Motivation
Task identity
Meamiyfulness Performance
Task significah"
| Satisfaction
Autonom Responsibility
|
→
Low Absenteeism
Feedback
↳ Insight Low Turnover
|
BAKKER & DEMEROUTIS JOB DEMANDS RESOURCES THEORY -
Resources are aspects of the job ,
functional to action
gods
Demands are aspects of the job ,
that requireeffort or Skills
Motivational Process Resources Engagement
Outcomes
Health lmpairment Process Demands Ä Burnout
EXPECTANCY THEORY %
Individual Effort → Ind Performance
.
→
Org Rewards
.
→ Personal Goods
Effort Performance
-
Relationship #Expectancy
Performance Rewards
-
Relationship f-Instrumentale)
Rewards -
Gods Relationship # Valence
, MOTIVATION
LOCKE'S GOAL SETTING THEORY i
-
Goal →
Behavioral Intention → Behaviour
#focus attention # regulateeffort #inareasepersisfence
#discover Strategies
ATTITUDES
#Cognitive Component # Affective Component #Behavioral component
(bdiefs) (reaction) ( action)
AJZEN 'S THEORY OF PLANNED BEHAVIOUR
Altitude
Subjective Norms Behavioral
→ → Behaviour
Intention
Perceived behavioral
contro / (
Implementation
Intention
FESTINGER 'S COGNITIVE DISSONANCE THEORY
Unbdancl between cognition affect and behaviour
,
Organisation al
#Behavioral change #Altitude Citizenship
+Performance
Katy Behaviour
Absenfeeism Turnover, Deriance
SATISFACTION ,
OCB -
,
INVOLVEMENT +Performance
,
OCB -
Absenfeeism Turnover,
COMMITMENT +Performance OCB -
Absenfeeism Turnover
, ,
PERCENEDORG SUPPORT .
+ Welt -
Being ,
OCB
,
Invdvement
ENGAGEMENT +Performance OCB -
Absenfeeism Turnover CWB
, ,
,
-
Counterproduktive Work Behaviour
