پاورپوینت کامل Motivation 37 اسلاید در PowerPoint

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پاورپوینت کامل Motivation 37 اسلاید در PowerPoint

اسلاید ۴: Reinforcement theoryDominated the motivation literature until early 1960s.Conceptualizes motivation entirely in terms of observable behaviors.Assumes that behavior is caused by events external to the person.

اسلاید ۵: Reinforcement theory (Con.)Behavior can be understood in terms of simple laws that apply to both human beings and animals.

اسلاید ۶: Reinforcement theory (Con.)Individuals exhibit a particular behavior becausethey have been reinforced (rewarded) for that behavior in the past.Behavior modification:The process of using reinforcement principles to change behavior.

اسلاید ۷: Reinforcement theory (Con.)Skinner (1974) defined consequences that influence the probability of behaviors:Positive reinforcement increases the probability of behaviors that they were contingent upon.Negative reinforcement increases the probability of behaviors by taking away or reducing its intensity.Punishments reduce the probability of behaviors.

اسلاید ۸: Reinforcement theory (Con.)PunishmentPositive Reinforcement+May be effectivePunishmentPositive Reinforcement-Only short term suppression of the undesirable behaviors.

اسلاید ۹: Reinforcement theory (Con.)Using punishment frequently, may create a fearful atmosphere, which undermines learning and the effectiveness of communication.Some important points for using rewards effectively:Use reward to get individuals engaged in an activity, and then gradually withdraw the reward when they show some interest.Make sure that it is clear to individuals what behavior the reward is contingent.Reward genuine achievements, such as high levels of effort and persistence. Avoid rewarding performance that required little or no effort.

اسلاید ۱۰: Reinforcement theory (Con.)Some important points for using rewards effectively: (Con.) Use the most modest reward that will work.Make sure that the time between the desired behavior and the reward is not so great that reward has no effect.Make sure that rewards are realistically available. Make sure that you treat employees fairly!

اسلاید ۱۱: Equity theoryBy J. Stacy Adamsdescribed the employment relationship as an exchange relationshipEmployees contributed inputsEmployees received outcomes in return.Inputs: Education, Previous work experience, Effort on the job, Training, and etc.Outcomes: Pay, Recognition, Praise by supervisors, Promotion, and etc.

اسلاید ۱۲: Equity theory (Con.)Every employee compares himself/herself with other employees.When an inequity is perceived, there are 6 choices:Changing InputsChanging OutcomesDistorting perception of self or othersChanging inputs or outcomes of the referentChoosing a different referentLeaving the field123456

اسلاید ۱۳: Equity theory (Con.)Procedural justice = the perceived fairness of the process used to determine the distribution of rewardshas strong impact on Organizational commitment, Trust in managers, intention to quit,Organizational citizenship behaviorsDistributive justice = Fairness of allocationis more important for Job satisfaction.Pro