Chapter 9 - Motivation, satisfaction and performance. This chapter has reviewed research concerning motivation, satisfaction, and performance. Motivation was defined as anything that provides direction, intensity, and persistence to behavior. Although motivation is an important aspect of performance, performance and motivation are not the same thing. | CHAPTER NINE Motivation, Satisfaction, and Performance Relationships Between Leadership, Job Satisfaction, and Performance Leader Behavior (Proper Use of Motivational Technique) Organizational Citizenship Behaviors Follower Retaliation Follower Job Satisfaction Follower Turnover Follower Performance Customer Satisfaction and Loyalty Unit or Team Performance Ten Motivational Approaches Category Theory or Approach Need Maslow’s hierarchy of needs Alderfer’s ERG theory Herzberg’s two-factor theory Individual difference Achievement orientation Intrinsic motivation Cognitive Goal setting Expectancy theory ProMES Situational Job characteristics model Operant approach Maslow’s Hierarchy Of Needs Esteem needs Belongingness needs Security needs Physiological needs Self-actualization needs Herzberg’s Two-factor Theory Dissatisfied Motivators Hygienes Not dissatisfied Not satisfied Satisfied An Example Of Expectancy Theory Valence x x Sum of all outcomes Effort-to-performance expectancy Performance-to-outcome expectancy Performance Outcomes Effort Effort-to-performance expectancy Ability Environment Performance-to-outcome expectancy Valence of all outcomes Why People Leave Organizations Why People Stay With Organizations Promises of long-term employment - 82% Supports training and education – 78% Hires/keeps hard-working, smart people – 76% Encourages fun, collegial relationships – 74% Bases job evaluation on innovation – 72% Three Theories of Job Satisfaction Affectivity Equity theory Organizational justice | CHAPTER NINE Motivation, Satisfaction, and Performance Relationships Between Leadership, Job Satisfaction, and Performance Leader Behavior (Proper Use of Motivational Technique) Organizational Citizenship Behaviors Follower Retaliation Follower Job Satisfaction Follower Turnover Follower Performance Customer Satisfaction and Loyalty Unit or Team Performance Ten Motivational Approaches Category Theory or Approach Need Maslow’s hierarchy of needs Alderfer’s ERG theory Herzberg’s two-factor theory Individual difference Achievement orientation Intrinsic motivation Cognitive Goal setting Expectancy theory ProMES Situational Job characteristics model Operant approach Maslow’s Hierarchy Of Needs Esteem needs Belongingness needs Security needs Physiological needs Self-actualization needs Herzberg’s Two-factor Theory Dissatisfied Motivators Hygienes Not dissatisfied Not satisfied Satisfied An Example Of Expectancy Theory Valence x x Sum of all outcomes Effort-to-performance expectancy Performance-to-outcome expectancy Performance Outcomes Effort Effort-to-performance expectancy Ability Environment Performance-to-outcome expectancy Valence of all outcomes Why People Leave Organizations Why People Stay With Organizations Promises of long-term employment - 82% Supports training and education – 78% Hires/keeps hard-working, smart people – 76% Encourages fun, collegial relationships – 74% Bases job evaluation on innovation – 72% Three Theories of Job Satisfaction Affectivity Equity theory Organizational .
