There are several theories that were invented as theories that analysis the prevalence of employee and job satisfaction. Since well employee satisfaction is influenced by being satisfied in the workplace, the theories should cover both concepts in order to elaborate more on both concepts. The following are some of the theories invented to elaborate the relationship between both concepts and they are as follows: Affective Event Theory According to Thompson and Phua (2001), cited by Ali, Edwin and Tirimba (2015: 419) the affective event theory was developed by Psychologist Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences
The conceptual distinction that Bandura (1986) drew between academic self-efficacy and outcome expectancies was studied psychometrically in research on reading and writing achievement. Shell, Murphy, and Bruning (1989) measured self-efficacy in terms of perceived capability to perform various reading and writing activities, and they assessed outcome expectancies regarding the value of these activities in attaining various outcomes in employment, social pursuits, family life, education, and
•This theory stresses upon the desires and observation; what is genuine and real is insignificant. •It accentuates on prizes or pay-offs. •It concentrates on mental lavishness where last target of individual is to accomplish greatest joy and least pain Limitations of the Expectancy Theory •The expectancy theory is by all accounts hopeful on the grounds that very much a couple of people see high degree relationship between execution and prizes. •The use of this theory is constrained as prize is not specifically connected with performance in numerous associations. It is identified with different parameters likewise, for example, position, exertion, obligation, education, and so on.
INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment. Part 1 of this assignment is to theoretically analyse and review of five selected journals and articles that relevant to Job Design and Motivational Techniques under the category of Process Theories.
This can be satisfied by sharing thoughts and feelings with others, feeling accepted and receiving confirmation from others. Those 3 needs encourage more willingness and high quality of motivation and engagement for activities. The self-determination theory includes 5 mini theories to explain a set of motivationally phenomena which addresses one facet of motivation or personality functioning. But only one is relevant for the analysis. Goal Contents Theory (GCT) grows out of the distinctions between intrinsic and extrinsic goals and their impact on motivation and wellness.
Generally, the term locus of control means the generalized expectancy about the degree to which one thinks that he/she can control outcomes of his/her actions. It has a very important place in the Personality Psychology. LOC is a notion that either we can control something or something can control
(Heckhausen, 1967, p. 4-5) Achievement motivation is one of the three components that make up McClelland's Human Motivation Theory. This theory was proposed by social psychologist David McClelland, who studied workplace motivation. His approach aimed to explain how different types of motivation affect people's performance within a business setting. McClelland proposed that there are three types of motivation that drive us all no matter what our background is. This includes achievement, affiliation, and power.
In 1954, the fraction of selection was established by Wilbur Schramm. It was a formula for determining which method of mass media an individual would select and therefore helped decide the extent of gratification an individual would assume to gain from the medium in comparison to how much effort they had to put to achieve gratification. Stage 2 began in 1964 where Jay Blumler and Denis McQuail studied the 1964 election in the UK to identify the people’s motives for watching certain political programs on TV. The audience motives they were able to identify aided in laying the ground work for their research in 1972 and ultimately the users and gratification theory. Stage 3 pointers us to the utmost latest interest surrounding
Bishop (1989) also claims that the reliability of an employee performance is favorable only when the conditions of work are favorable and stable. Therefore it becomes harder to measure one’s performance objectively. Perry and Porter (1982) reported that “despite the lack of accepted criteria the performance of employees will still be calculated”. Perry and Porter (1982) and Bishop (1989) both argue the problem of objective measuring, however according to Bishop (1989) the problem even increases because most employers believe they can rate the productivity of their employees, and that it is done in an inefficient