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Summary Problems 1-7 Organizational Psychology: People at Work 6,99 €
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Zusammenfassung

Summary Problems 1-7 Organizational Psychology: People at Work

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Summary Problems 1-7 Organizational Psychology: People at Work + class notes :)

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  • 24. april 2023
  • 28
  • 2021/2022
  • Zusammenfassung
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Problem 1


WORK MOTIVATION

Motivation = Condition responsible for variation in intensity, persistence, quality, and direction of ongoing
behavior – History of motivational theories:

 Freud – Psychodynamic theory

o Earliest theory - Motivation focused on internal instincts, but circular and not consider
individual/environment interaction

 Maslow – Need theory

o Behavior directed by unfulfilled universal internal needs (drive for animals)

 Skinner – Behaviorist approach

o Behavior directed by activity on the environment rather than instincts/needs

 Lewin – Field theory

o Various forces in social environment interact and combine to produce a final path of action  Group
dynamics

THE IMPORTANCE OF MOTIVATION

 In performance: The performance is zero if the motivation is zero
Performance = (Motivation x Ability) - Situational Constraints
 In work-life balance and personality: Locus of control (LOC)
o Internal LOC = Individuals view events as resulting from their actions
o External LOC = Individual attribute events to outside causes

PERSON-AS-MACHINE THEORIES

Motivation is pushed by internal needs and actions are
unconsciously performed because of external environmental stimuli
reinforcements

MASLOW’S NEED THEORY

Focus on human development - Humans have needs expressed
during their life span, arranged in a hierarchy in which the lower has
precedence over the higher and if a lower-level need reemerge, the
person would satisfy that need first

1. Physiological needs
2. Security needs
3. Love or social needs
4. Esteem needs
5. Self-actualization needs

, HERZBERG TWO-FACTORS THEORY – (Variation of Maslow’s theory)

Humans have two basic needs independent from each other

 Hygiene needs = Needs to eliminate dissatisfaction which does not result in positive satisfaction or
motivated behavior (Maslow’s physical and security needs)

 Motivator needs = Positive satisfaction (Maslow’s social, esteem, and actualization needs)

SKINNER REINFORCEMENT THEORY

Behaviorism theory (or reinforcement) proposed that behavior depends on stimulus, response, and reward
Rewards can be contingent: they depend on the response

Schedule:

 Intermittent rewards: only some of the correct responses are rewarded (higher performance)
 Continues rewards: all the correct responses are rewarded

Critics: Fails to acknowledge higher mental activities (e.g. reasoning or judgment)

PERSON-AS-SCIENTIST THEORIES

People seek knowledge to master the environment – They develop goals and action plans but are not perfectly
rational  Limited rationality in reason and decision making

VROOM’S VIE THEORY (OR EXPECTANCY THEORY)

Behavior is directed by its expected results  VIE

 Valence: The strength of a person’s preference for a particular outcome (e.g. money)

 Instrumentality: Perceived relationship between performance and the attainment of an outcome (e.g.
promotion)

 Expectancy: Individual’s belief that increased effort leads to successful performance

Overall force = Expectancy x (valence x instrumentalities)

Critics: personality and emotions ignored

EQUITY THEORY

, Festinger dissonance theory = There is tension when there are dissonant cognitions – A person tries to
“balance” them -> Adam was inspired by it and transplanted the dissonance theory into equity theory

 Individuals compare inputs and outputs of their world (e.g. effort vs compensation)

 Individuals then compare inputs and outputs with others (e.g. coworkers) by developing a ratio

 There is equity with your own inputs/outputs are the same as other, not less or more

Critics: input/outputs are subjective and the theory neglect justice dimension




PERSON-AS-INTENTIONAL (JUDGE)

People are intentional in their behavior and seek information about are they are perceived for positive and
negative events

GOAL-SETTING THEORY

Locke - Behavior is directed by the nature of our internal and external goals which influence a performance -
Difficult goals lead to higher levels of performance

 Goal acceptance – A goal has been assigned

 Goal commitment – A goal has been assigned and includes self-goals

Goals affect performances in:

1. Direction – Directing attention and action

2. Effort – Energy expenditure or effort

3. Persistence – Prolonging effort overtime

4. Strategy – Motivating the individual to develop strategies for goal attainment

o Feedback loop – Regular feedback should be provided throughout the goal-achieving process to ensure
tasks stay on track to reach the goal

o Control theory - Individual compares a standard to actual outcome and adjusts behavior in order to bring
the outcome in agreement with the standard (goal vs outcome)

CONTROL THEORIES AND SELF-REGULATION CONCEPT

 Self-regulation: Individuals take in information about their behavior and alter it accordingly. These
changes, affect subsequent behavior.

 An individual can increase both work motivation and work performance by engaging in strategies (as
feedback) and constructive changes

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