Human Behavior in

Organization

The
Individual
in the
Organizatio
n
Submitt Submitt
ed Presyed
by:Ann B. Encina
Julie to:
A. Antonio
MAEDSubject Professor
 MOTIVATION

 The psychological forces that

determine the direction of a
person’s behavior in an
organization, a person’s level
of effort, and a person’s level
of persistence

 Explains why people behave

the way they do in
 The Nature of
Motivation

 Direction - possible behaviors the

individual could engage in
•
 Level - how hard the individual will
work
•
 Persistence - whether the individual
will keep trying or give up
 Content
Content Versus
Process Motivation
Theories
Theories
Content
Maslow’s theories
Alderfer’s McClelland’s
Need ERG Herzberg’s
- explain
Hierarchy Theory why peopleLearned
Theory have
Needs
different needs at different times
Self-
Actualization Need for
Growth Motivators
Process theories Achievement

Esteem
- describe the processes
Need for

Belongingness
through
Relatedness which needs are
Power

translated into behavior Need for

Hygienes Affiliation
Safety Existence

Physiological

VS
HERZBERG’S IMPORTANCE
GOAL-SETTING MASLOW’s TWO OF
THEORY
FACTOR
HERZBERG’S
RELATIONSHIPS
McCLELLAND’S MASLOW’s
ALDERFER’S
REINFORCEMENT
POTENTIAL
PROCESS
EXPECTANCY
McCLELLAND’S
TYPES EQUITY
REINFORCEMENT
MOTIVATION
OF RESPONSES
THEORIES
TWO
REWARDS
THEORY ERG
FACTOR
BETWEEN
LEARNED
THEORY
LEARNED
TO AN
OF
HIERARCHY
ALDERFER’S TO THEORY
INEQUITY
MOTIVATION
THEORY
NEEDS
NEEDS
PROCESS THEORY OF
 Goal
 Focuses
contribute
Motivation HIERARCHY
INTERVENTIONS
on
will
- What aCONCEPTS be
Extrinsic-external
person
motivating
INIVIDUAL
high when
isinputs
trying to
workers
workers
rewards
accomplish
to
their
NEEDS to their jobs
Consolidates
 Individuals
believe: are Maslow’s
motivated Theory
by abehaviors
sense Examples
of

Somesuch
and variable
Motivation
Highest-level
 fairness
Proposesin as
organizations
through his
Needs
will
their money,
efforts
help
prevent and
Description
him
interactions
that job achievefringe
his
dissatisfaction
into
-High
needs 3 categories:
levels
Extrinsically
Need Must
Psychologist forbe ofMotivated
effortand
Achievement willdifficult
 Reinforcement Theory first
specific
Abraham lead to high
Behavior
Maslow
and benefits,
personal
some
someone’s
Considers
–A
developed strong
goals.
variables
performance.
Behavior
his
job
behavior
how
needthat
famous
security
produce
iscanperformed
managers
to perform
theory
motivation
of can to ensure
challenging
individual
There are three relationships among

People
If
be

1.
 Goals
anHigh
changed
that
compare
individual

workers
Hygiene
acquire
tasks Needs
well
Growth
pointand
inputs
is
Existence-physiological
performance
by using
focus
factors-basic
material
and
out or
meet
and lead
motivated,outcomes
Self-development,
willtheir
Description
social
personal
what is important to
inputs
needs he
rewards
with
will
Continually
the
Examples
in
that
toor
standards the
to

creative work
development
other Expectancy
people’s motivation
inputs and outcomes in the 1940’s.
improve skills

the have
firm.
will for
avoidjob
attainment
different
reinforcement,
direction
prevent andsatisfaction.
of
excellence of
punishment. desired
categories
high
security
dissatisfaction outcomes.
performance in Alderfer's
and thea
He
 Intrinsic-internal
suggested
Motivation
Highest-level
achievement
Workers
–

punishment,The
–light, should
that
will
Self-
sourceand of
be
temperature, of
human
help in
encouraged
Realize one’s
the
beings
self-
organizational
motivation
full pay
have
to goals.
develop
Use abilities
is the
ERG
hierarchy
needs
SUMMARY
actiontheory:

development
of
satisfaction
needs.
actualization
OFRelatedness
plans EXPECTANCY
Equity to
That
attain
of outcomes
is,
THEORY:
goals.
individual.
that
potential all
to thehumans
fullest
from
 in
Need
actextinction. for
2.consequences
aMotivators
way Affiliation
which
Interpersonal
Relatedness-affiliation
of the
will behavior
address
relations, feelings
Good relations,
basic
accurateand not
needs,
feedback
1.
An
before
Goals Satisfaction-progression
doingindividual
–Concerned
themoving work
Esteem
behavior
interesting
motivate
– on would
about
to
people satisfy
itself.
work, always
Feel good
gain
establishing
other,andso-called
advancement,
to contribute
about oneself byand
Promotions
growth
more
recognition
working
higher Goal
Reinforcement
level with
maintaining acan
Setting
needs. dynamic
good
be team.
interpersonal

2. Frustration-regression
inputs to their
relations,
jobs.
Growth-esteem


Belongingness
being
Interpersonal
liked,
Food, and
and
water, self-
Interpersonal
having the
Adequate pay
divided into positive
References: Existence relations, parties relations, parties
helpactualization
clothing, and shelter for necessities
3.
Goals Satisfaction-strengthening
people focus their inputswith in the
https://www.slideshare.net/Knight1040/motivation-9296765

people
reinforcement around and him get along
www.uky.edu/~wmbowl0/chapter%2014%20pp.pp each
Job security,
right direction.
Lowest-level
needs other
Safety Security, stability
health insurance
https://www.wiley.com/college/schermerhorn/CL_0471205400.../ppt/Chap14_PP.ppt
negative reinforcement.
http://courses.washington.edu/inde495/lece.htm
– Food, water, Basic pay level
http://open.lib.umn.edu/organizationalbehavior/part/chapter-5-theories-of-
Lowest-level Physiological
 Need for Power
motivation/ shelter to buy items
needs
https://www.google.com/search?q=importance%20of%20motivation%20in

A desire to control or influence others

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–
https://www.cheshnotes.com/2016/10/content-process-theories/
https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-
0023_Psychology/030300.scorml