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CHAPTER 6
Process
motivation theories
ORGANISATIONAL
ORGANISATIONAL BEHAVIOUR
BEHAVIOUR
Learning Outcomes
Explain how goal setting motivates people, and identify five practical lessons
to be learned from goal-setting research
Learning Outcomes
Pygmalion Galatea
effect effect
FEEDBACK REWARDS
oEasy goals produce low effort because the goal is too easy to achieve.
oImpossible goals ultimately
lead to lower performance
because people begin to
experience failure.
Figure 6.5
Relationship Between Goal
Difficulty and Performance
Copyright © 2018 McGraw-Hill Education Chapter 6- 17
ORGANISATIONAL BEHAVIOUR
• Goal commitment
o An individual is expected to persist in attempts to accomplish a goal when he
or she is committed.
o People with a higher need for achievement have a higher goal commitment and
outperform people with a low need for achievement.
• 360-degree feedback
o ‘Full circle feedback’
Figure 6.7
A General Model
of
Organisational
Reward Systems
Types of rewards
• Extrinsic rewards: financial, material and social rewards from the
environment
Reward System
• A reward system that reinforces the importance of good performance at all levels,
including both monetary and non-monetary rewards.
• A reward system that is implemented in a fair and objective way, including an
appeal process for people who believe they have been treated unjustly.
• A reward system that encourages people to work together and cooperate, and
that also creates opportunities to celebrate people’s accomplishments.