26. SELF- ACTUALIZATION ESTEEM NEEDS LOVE, AFFECTION, AND BELONGINGNESS NEEDS SAFETY NEEDS PHYSIOLOGICAL OR SURVIVAL NEEDS
27. MASLOW model HERZBERG model ALDERFER model Work itself Achievement Possibility of Growth Responsibility Advancement Recognition Growth Needs Self-actualization and fulfillment needs Motivational Factors Esteem and Status Needs Relatedness needs Status Relations with supervisors Peer relations Relations with subordinates Quality of Supervision Company Policy and administration Job security Working conditions Pay Belonging and Social Needs Safety and Security Needs Maintenance factors Existence Needs Physiological Needs
30. Law of Effect -> state that a person tends to repeat behavior that is accompanied by favorable consequences (reinforcement) and tends not to repeat behavior that is accompanied by unfavorable consequences.
31. “we learn best under pleasant surroundings” -learning theory- “internal needs lead to behavior” -content theory- “external consequences tend to determine behavior” -OB Mod-
32. Social Learning also known as vicarious learning. suggest that employees do not always have to learn directly from their own experiences.
36. Major Benefit of Behavior modification Makes managers become more conscious motivators. Encourages manager to analyze employee behavior, explore why it occurs and how often. Identify specific consequences that will help change it when those consequences are applied systematically.
38. THE EQUITY MODEL -> developed on the belief that fair treatment or perception thereof, motivates people to keep such fairness maintained within the relationships of their colleagues and the organization.
39. Formula… One’s own outcomes = Others’ outcomes One’s own inputs Others’ inputs
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41. Equity Sensitivity -> suggest that individuals have different preference for equity.