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PERFORMANCE
Low
Ability
Performance
Acceptable Performance Level
Motivation To Perform
Fig 5.2 Technology-Dominated Work
High
Upper Limit
PERFORMANCE Technology
Lower Limit
Ability
Low
NEED
SATISFACTION
AROUSED SEARCH FOR
RESPONSES
NEED WAY TO OR
STIMULUS (behavior or
(state of SATIFY
feelings)
tension) NEED
CONTINUED
AROUSED
STATE
Fig 5.5 Maslow’s Hierarchy of
Needs
SELF
ACTUALIZATION
ESTEEM
NEEDS
BELONGING NEEDS
SAFETY NEEDS
PHYSIOLOGICAL NEEDS
Fig 5.6
The Job Characteristics Model
CORE JOB CRITICAL
PSYCHOLOGICAL PERSONAL AND
DIMENSIONS WORK OUTCOMES
STATES
Experienced Higher Internal
Skill Variety
Meaningfulness Work Motivation
Task Identity
of the work
Task Significance
High Quality
Experienced Work Performance
Autonomy
Responsibility
for Work High Satisfaction
Outcomes with work
Feedback
Knowledge of Low Absenteeism
the Results of and Turnover
Work
GROWTH NEED STRENGTH
Fig 5.7 TYPES OF CONSEQUENCES
AND THEIR EFFECTS
EVENT TYPE OF CONSEQUENCE EFFECTS
APPLICATION OR
POSITIVE
WITHDRAWAL OF A
DESIRABLE CONSEQUENCE REINFORCEMENT INCREASES THE
PROBABILITY OF THE
WITHDRAWAL OR NEGATIVE BEHAVIOR
TERMINATION OF AN REINFORCEMENT
AVERSIVE CONSEQUENCE - AVOIDANCE
NO CONSEQUENCE OR
OPPOSITE OR
DISCONTINUANCE OF A SIDE EFFECTS
PUNISHMENT
CONSEQUENCE
DECREASES THE
APPLICATION/OCCCURRENCE PROBABILITY OF THE
OF AVERSIVE CONSEQUENCE
EXTINCTION BEHAVIOR
OR WITHDRAWAL OF A
DESIRABLE CONSEQUENCE
Fig. 5.9 Schedules of Reinforcement
Continuous Schedule
(Every Response Reinforced)
Fixed Variable
Varied,
Interval Fixed times
(Time) unpredictable
times
Fixed Varying
Ratio
(Responses) number of number of
responses responses
The relationship between the application and
withdrawal of positive and negative consequences
Type of Consequence
Action Taken Positive Consequence Negative Consequence
MOTIVATION PERFORMANCE
VALENCES
ABILITY
Fig 5.11 Effort-Performance and
Performance-Outcome Expectancies
E P P O
Expectancy Expectancy
SATISFACTION
Low