5. Teori Motivasi : Process theories Aplikasi MotivasiPerilaku OrganisasiFakultas EkonomiUniversitas PadjadjaranBandung 2004

Tujuan PengajaranReinforcement theoryExpectancy theoryEquity theoryModifikasi perilaku

Process Motivation TheoriesTheories that describe and analyze the process by which behavior is energized, directed, sustained, and stoppedLearningProcess by which relatively enduring change in behavior occurs as a result of practiceSource : Gibson

Social LearningAlbert Banduras view that behavior is a function of continuous interaction between cognitive (person), behavior, and environmental determinantsSelf EfficacyBelief that one can perform adequately in a situation. Has three dimensions, magnitude, strength, and generality Source : Gibson

A Social Learning Theory ModelPerson(An employee, a manager. A chief executive officer, an entrepreneurSelf controlAn individual controls his or her own behavior to the extent that he or she relies on cognitive supports and manages important cues received from environment and consequences Symbolic processesSymbolic verbal/mental representations of reality help guide a persons behavior

Behavior

Vicarious learningImportant and needed behaviors are acquired by observing and imitating others in a specific setting

Environmental

Source : Gibson

Reinforcement theoryPositive ReinforcementAction that increase the likelihood of a particular behaviorNegative ReinforcementNegative reinforcement strengthens a response because the response removes some painful or unpleasant stimulus or enables the organism to avoid it Source : GibsonPunishmentUndesirable consequence that result in the suppression (decrease in frequency) of the behavior that brought it about

Expectancy theorySource : Stephen P. RobbinsThe strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual

1. Effort-performance relationshipThe probability perceived by the individual that exerting a given amount of effort will lead to performance2. Performance-reward relationshipThe degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome3. Reward-personal goals relationshipThe degree to which organizational reward satisfy an individuals personal goals or need and the attractiveness of those potential rewards for individualThe Expectancy Theory, there fore, focuses on three relationshipsSource : Stephen P. Robbins

Expectancy Theory of MotivationTheory in which employee is faced with a set of first level outcomes and selects an outcome based on how choice is related to second level outcomes. The individuals preferences are based on strength (valence) of desire to achieve second level state and perception of relationship between first and second level outcomesSource : Gibson

Equity theoryIndividuals compare their job inputs and outcomes with those of others and then respond so as to eliminate any inequitiesSource : Stephen P. Robbins

The Equity Theory of MotivationA person (P) with certain input (I) and receiving certain outcomes (O)Compares his or her input outcome ratio to

A reference persons (RP) inputs (I) and outcome (O)

And perceives

IP = Inputs of the person OP= Outcomes of the person IRP= Inputs of reference personORP= Outcomes of reference personSource : Gibson

Change procedures to restore equityChanging inputsChanging outcomesChanging the reference personChanging the inputs or outcomes of the reference personChanging the situationSource : Gibson

Goal Setting TheoryGoal SettingThe process of establishing goals. In many cases, it involves superior and subordinate working together to set subordinates goals for specified period of timeGoalSpecific target that an individual is trying to achieve, the target (object) of an actionSource : Gibson