100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Summary Course 1.7 Work and Organizational Psychology- People at Work $7.02   Add to cart

Summary

Summary Course 1.7 Work and Organizational Psychology- People at Work

 5 views  0 purchase
  • Course
  • Institution

If you are looking for a high-quality study summary document that provides a concise and informative overview of Organizational Psychology: Work and Organizational look no further ! My study summary notes are easily understandable. l provide you with all the necessary knowledge you need to mast...

[Show more]

Preview 4 out of 80  pages

  • April 15, 2023
  • 80
  • 2020/2021
  • Summary
avatar-seller
1.7C People at Work


 motivation → prioritization an dchoose how to expend energy
 motivation: concerns condition responsible variation intensity, persistence, quality ,
direction of ongoing behavior

3 dimensional: direction, intensity, persistence

 100 years of motivation research
 stay alert→ amusement→ higher satisfaction (factory and mill worker)
 worker expectation, goal, competence

A brief history of motivation research:

instincts: inborn tendencies directing behavior

engage 'economic' instinct not circular nature

internal causes and not interaction individual and environment

need: internal motivation inborn and universally present in humans

drive: nonhuman equivalent of motive and need

Behaviorist approch: B.F Skinner

emphasis behavior and activity→ environment not internal need or instinct

→ nature vs nurture

Field Theory approach: Kurt Lewin

forces of psychological environment interact and combined→ final course of action

Group dynamics: grew out application field theory to industry

 not relevant history




Person as machine: people behavior/ action reflexive and involuntary performed without
conscious awareness (1930-1960

 About internal needs pushed by external stimuli > the indv. is not conscious and runs
on automated responses based on internal needs
 Combo of internal and env. Stimuli
 Person is passive to env.
 people are not that rational > dont reason as much as the theory suggests they do

,Person as Scientist: people active information gatherers and analysts who seek knowledge
and understanding as a way of master environment

→ expectancies

shift late 1950s

want to know → what you want to know vary desires

 Person is motivated due to intentions
 Actively gather info and analyse it > more conscious
 person as a judge (emotionality, responsibility, self-esteem)

limited rationality: inability human reason and make decision rational way

person as a judge: seek information to extent perceived responsible positive and negative
events → look evidence intention action others and choose course of action

higher amount time and effort → higher performance and higher productivity

→ Performance= (Motivation x Ability) - Situational constraint

Work Life Balance: research are investigate satisfaction at work in part affected non-work→
one environment conflicting demands other

all expand energy

Motivation and Personality:

Neuroticism negative performance motivation

Conscientiousness→ positive performance motivation and emotionaly stable

more challenging goal, hard work and more confident

locus of control: extent individual view event result her own actions

internal→ control extrenal→ no influence

An Internal Mechanical Theory: Maslows Need Theory:

theory propose all humans have basic need and express themselves over lifespan of
individual as internal 'pushes'

seek grow and development

universal set of needs expressed as internal drives

hierarchical arrangement → fulfill one before next higher

, 1. physiological needs: basic needs satisfied by food, water, sleep
2. security needs: produce secure environment→ free of threat to continue existence
3. Love or social needs: interpersonal factors→ desire to be accepted by others
4. Esteem needs: respected for accomplishments/capabilities
5. Self actualization needs: desire to develop capacities to the fullest

if unsatisfies lower level need→ work first achieve

person as a machine→ unconscious and automatic

all individuals operate in same manner

little research support

variations of Maslows Theory:

Two factor theory: herzberg suggest 2 basic needs not 5 and not much hierarchally arranged

Hygiene needs: lower level needs→ eliminate dissatisfaction but does not result in motivated
behavior

Motivation needs: higher level needs→ expend effort and satisfaction not researched

An External Mechanical Theory: The Reinforcement Theory:

depend on stimulus, response, reward→ occur again

contingent reward: reward depends on/ is contingent to particular response

continuous reward: reward presented every time correct response

intermittent reward: given any correct respinse→ higher level performance

different schedules of reinforcement

1. impractical→ how much reinforcement?
2. not only physical process→ often cognitive
3. careful observation→ time consuming for supervisor
4. not take into account expectancies, reasoning, judgement and intention (higher mental
activities)

Vrooms VIE theory: (Person as Scientist)

path goal theory: work motivation→ weight options before choose

higher productivity if it is goal desired → person as a scientist

VIE ( valence, instrumentality, expectancy) theory:

, rationally estimate realtive attractiveness (valence), probability performance lead to outcome
( instrumentality) and probability effort lead to performance (expectancy)

recognize that people have needs and desires → valence= intentional and rational

instrumentality→ scientist → decide positive and negative = anaylsis

expectancy→ increased effort→ succesful performance (calculator)

1. Motivate by offering outcomes of high valence
2. clarify instrumentalities by letting know higher performance associated with positive
outcome
3. Clarifyexpectancies making clear employees hard work means higher performance

effort is related to cognition

ignore noncognitive elements→ personality and emotions → positive expectations→ higher
instrumentality

not always do calculations

Equity Theory: (Adams 1965) → Person as Scientist

peopke calculator → social based rationality

look at the world comparative input and outcome with other→ ratio

Input: training, effort, skills, abilities, energy, knowledge employees invest in work

Outcomes: compensation, satisfaction, pay, security, attention benefits an employee derives
from work

more satisfied and motivated if fairly compensated work

comparison other: co-worker or idealized other person individual compares in determine
perceived equity

Outcome/ input ratio: Ratio result compare otehr to determine treat euqitably




dissonance theory: tension incompatible thoughts → seek balance → direct behavior to
reduce tension from dissonant cognition

criticism: lack specificy consequences ****

neglect other justice dimensions

entire compensation system can bes een as unfair (all get low paid)

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller lara9. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $7.02. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

57727 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling
$7.02
  • (0)
  Add to cart