INDIVIDUAL LEVEL

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INDIVIDUAL LEVEL

CHANGE AND DEVE LOPMENT

BIOGRA PHICAL CHARAC TERISTICS PERCEPTION PERSONA LITY VALUE AND ATTITUDE

MOTIVATION

INDIVIDUAL DECISION MAKING

NATIONAL CULTURE

INDIVIDUAL LEVEL

HUMAN INPUT

ABILITY
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INDIVIDUAL LEVEL

DECISION MAKING IS ALMOST UNIVERSALLY DEFINED AS

CHOOSING BETWEEN ALTERNATIVES.

Three major phases in the decision making process (Herzbert A. Simon).

INTELLIGENCE ACTIVITIES

DESIGN ACTIVITY
CHOICE ACTIVITY
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Three phases of decision making based on Mintzbergs research.

Phase 1 IDENTIFICATION 1. Recognition 2. Diagnosis

Phase 2. DEVELOPMENT 1. Search 2. Design

Phase 3. SELECTION 1. Judgment 2. Analysis 3. Bargaining Authorization

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STIMULUS OR SITUATION
EXTERNAL ENVIRONMENT Sensual Stimulation Physical Environment: -Office -Factory floor -Research Laboratory -Store -Climate -etc.

PERSON

CONFRON TATION

REGIS TRATION

INTER PRETATION

FEED BACK

Sociocultural Environment: -Management styles -Values -Discrimination -etc

BEHA VIOR

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CONSE QUENCE

Motivation consists of these three interacting and interdependent elements: 1. Needs 2. Drives 3. Incentives

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Theoretical development of work motivation:

CONTENT THEORIES

PROCESS THEORIES

CONTEMPORARY THEORIES

SEE NEXT

1900

Scientific Management
Wage incentive

Human Relations
Economic security, Working conditions

Lewin and Tolman

Expectancy concerns

Hierarcy of needs

Maslow

Valence/Expentancy

Vroom

Festinger and Homans

Cognitive dissonance/exchange

Herzberg
Motivators and Hygiene factors

Porter and Lowler

Performance-satisfaction

ERG needs

Alderfer

E P and P O Expextancies

Lawler

Adams
equity

PRESENT

CONTENT THEORIES

PROCESS THEORIES WORK MOTIVATION

CONTEMPORARY THEORIES
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Hierarchy of needs

Maslow

SELF-ACTUALIZATION
ESTEEM NEEDS

LOVE NEEDS
SAFETY NEEDS PHYSIOLOGICAL

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MaslowS Hierarchy of needs

APPLIED TO AN ORGANIZATION

become

A Hierarchy of work motivation

SELF-ACTUALIZATION
Personal growth, realization of potential

ESTEEM NEEDS
Titles, status symbols, Promotions, banguets

SOCIAL NEEDS
Formal and informal Work groups or teams

Seniority plans, union, health insurance, Employee assistance plans, severance pay, pension

SECURITY NEEDS

BASIC NEEDS
Pay
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HERZBERGS TWO-FACTOR THEORY

HYGIENE FACTORS *Company policy and administration *Supervision, technical *Salary *Interpersonal relations, supervisor *Working conditions

MOTIVATORS *Achievement *Recognition *Work itself *Responsibility *Advancement

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RELATIONSHIP of Three Content Theory of Motivation

ALDERFERS ERG NEEDS MASLOWS HIERARCHY OF NEEDS HERZBERGS TWO FACTOATORSRS

GROWTH

SELF-ACTUALIZATION ESTEEM Self Others MOTIVATORS

RELATEDNESS

LOVE SAFETY

EXISTENCE

PHYSIOLOGICAL

HYGIENE FACTORS

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THE VROOM EXPECTANCY, or VIE, Theory Of Work Motivation INSTRUMENTALISTIES EXPECTANCY

First-Level Outcome Second-Level Outcome

OUTCOME 1a OUTCOME 1b

OUTCOME 1 MOTIVATIONAL FORCE

F
=

VALENCE + EXPECTANCY

OUTCOME 2

OUTCOME 2a

OUTCOME 2b
OUTCOME 2c
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THE PORTER LAWLER MOTIVATION MODEL

1 Value of reward 4 Abilities and traits 3 Effort 6 Performance
(accomplishment)

8 Perceived equitable reward 9

SATISFACTION

7a Intrinsic Rewrd

7b
Extrinsic rewards

2
effort reward probability

Perceived

Role perception

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ARTIFACT

NILAI

1. UUD 1945 ---- JUNI 1945

2. FALSAFAH HIDUP BERNEGARA PANCASILA

3. PERATURAN PEMERINTAH 4. VISI, MISI, PROGRAM
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MANAGER
(ANGGOTA ORGANISASI) KARYAWAN HUMAN INPUT

OWNER

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