Summary Cambridge International AS and A Level Psychology Coursebook - Unit 13 - Psychology and organisations (9990)
9 views 0 purchase
Course
Unit 13 - Psychology and organisations (9990)
Institution
CIE
Book
Cambridge International AS and A Level Psychology Coursebook
short notes on important facts from the unit 9 sector of the as/a level Cambridge psychology 9990 text book. it does not include every single piece of information you will need to know for you exam but is rather a resourceful document of all the important details, a mind map if you will to skim ove...
Psychology of Consumer Behavior- As and A level summary notes
Cambridge International Examinations (CIE) Psychology Extremely Detailed Study Notes for the Biological Approach (Canli et al. ; Dement and Kleitman ; Schachter and Singer)
Summary notes for Satisfaction at work ( Psychology and organisations 9990)
All for this textbook (87)
Written for
A/AS Level
CIE
Psychology
Unit 13 - Psychology and organisations (9990)
All documents for this subject (2)
Seller
Follow
preethikaachandramohan
Content preview
NEEDS THEORIES – 9.1
Maslow's hierarchy of needs
• Biological and physiological needs
• Safety needs
• Love and belongingness needs
• Esteem needs
• Cognitive needs
• Aesthetic needs
• Self-actualisation
• Transcendence needs
Basic human needs need to be satisfied before moving onto satisfy higher needs
Needs need to be fulfilled according to the hierarchy.
Alderfer's ERG theory
• Existence needs- physiological and safety needs
• Relatedness needs- social and self-esteem needs
• Growth needs- self-development and advancement
Not hierarchical
People can be motivated by needs from more than one level at a time
Relative importance of needs may change throughout our lives.
McClelland's theory of achievement motivation
• Need for achievement-success, get things done
• Need for power-influence, control over others
• Need for affiliation- maintain social relationships
TAT- thematic apperception test a series of ambiguous images which an individual is asked to interpret
measures the need for achievement
Setting specific goals produces a high level of performance than setting vague goals.
Specific goals harder to achieve, make individual work harder.
Feedback needs to be positive and constructive.
Expectancy theory- vroom
• Expectancy- perception of how much effort relates to performance as well as workers
confidence in their abilities
• Instrumentality-perception of how much effort will be rewarded and whether they believe they
will be rewarded
• Valence-perception of the strength or size of reward and how much they value it
Worker's performance can be influenced by these factors including knowledge, skills, experience ,
individual characteristics
If the favourable performance is rewarded the reward satisfies a need.
Equity theory- Adams
• Workers expect things to be fair
• Pay, status and recognition should equate to how much work they put in
• If workers perceive other being treated better than them the perceived inequality will lead to
decreased motivation
• Inputs- skills, qualifications, energy, enthusiasm and effort
• Outputs-pay, recognition, involvement
• Inequality- under payment over payment
, MOTIVATORS AT WORK-9.1
Intrinsic and extrinsic motivation
• Intrinsic motivators- enjoyment, sense of satisfaction ,achievement
• Extrinsic motivators- money, promotions, bonuses
Reward systems
• Rewards- pay, bonuses, profit sharing, performance related pay. Gives workers a stronger sense
of belonging and increase motivation
• Research conducted in UK show no relationship between size of bonus and performance
• De Waal and Jansen- orgs with high inequalities had high staff turnover.
Monetary and non-monetary rewards.
• Non- monetary rewards- praise respect, recognition through employee of the month schemes,
empowerment, sense of belonging.
These come from other people and can be extremely motivating.
makes you feel good about yourself.
Recognition can produce a sense of empowerment.
Schemes can highlight desired behaviours and create role models, very low costs.
staff turnover can be positively affected. Increases satisfaction ratings
builds positive relationships between manager and workers
The benefits of buying summaries with Stuvia:
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
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
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 preethikaachandramohan. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $5.49. You're not tied to anything after your purchase.
