5. Teori Motivasi : Process theories Aplikasi Motivasi

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5. Teori Motivasi Process theories Aplikasi
Motivasi

• Perilaku Organisasi
• Fakultas Ekonomi
• Universitas Padjadjaran
• Bandung 2004

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Tujuan Pengajaran

• Reinforcement theory
• Expectancy theory
• Equity theory
• Modifikasi perilaku

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Process Motivation Theories
Theories that describe and analyze the process by
which behavior is energized, directed, sustained,
and stopped
Learning
Process by which relatively enduring change in
behavior occurs as a result of practice
Source Gibson
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Social Learning
Albert Banduras view that behavior is a function
of continuous interaction between cognitive
(person), behavior, and environmental determinants
Self Efficacy
Belief that one can perform adequately in a
situation. Has three dimensions, magnitude,
strength, and generality
Source Gibson
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A Social Learning Theory Model
Person (An employee, a manager. A chief executive
officer, an entrepreneur
Self control An 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 processes Symbolic verbal/mental
representations of reality help guide a persons
behavior
Behavior
Vicarious learning Important and needed behaviors
are acquired by observing and imitating others in
a specific setting
Environmental
Source Gibson
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Reinforcement theory
Positive Reinforcement
Action that increase the likelihood of a
particular behavior
Negative Reinforcement
Negative reinforcement strengthens a response
because the response removes some painful or
unpleasant stimulus or enables the organism to
avoid it
Punishment
Undesirable consequence that result in the
suppression (decrease in frequency) of the
behavior that brought it about
Source Gibson
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Expectancy theory
The 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
Source Stephen P. Robbins
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The Expectancy Theory, there fore, focuses on
three relationships
1. Effort-performance relationship
The probability perceived by the individual that
exerting a given amount of effort will lead to
performance
2. Performance-reward relationship
The degree to which the individual believes that
performing at a particular level will lead to the
attainment of a desired outcome
3. Reward-personal goals relationship
The degree to which organizational reward satisfy
an individuals personal goals or need and the
attractiveness of those potential rewards for
individual
Source Stephen P. Robbins
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Expectancy Theory of Motivation
Theory 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 outcomes
Source Gibson
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Equity theory
Individuals compare their job inputs and
outcomes with those of others and then respond so
as to eliminate any inequities
Source Stephen P. Robbins
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The Equity Theory of Motivation
A 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 person ORP
Outcomes of reference person
Source Gibson
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Change procedures to restore equity

1. Changing inputs
2. Changing outcomes
3. Changing the reference person
4. Changing the inputs or outcomes of the reference
   person
5. Changing the situation

Source Gibson
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Goal Setting Theory
Goal Setting
The process of establishing goals. In many cases,
it involves superior and subordinate working
together to set subordinates goals for specified
period of time
Goal
Specific target that an individual is trying to
achieve, the target (object) of an action
Source Gibson