CHAPTER 6: ORGANIZATIONAL STRUCTURE

  There are four problems facing the understanding of behavior:

1. Diversity of reasons
2. Stereotypes 
3.   Different reasons for behaviors at different times    
4.  Different behaviors in the work setting that are of interest

        Theories of  Work Motivation

1. Need Theories

• Need Hierarchy Theory (Maslow) - as lower needs were satisfied, the individual shifted his or her concern to higher order needs.

          -Physiological Needs (basic needs)

          -Safety Needs (protection)

          -Social Needs (needs for belonging)

          -Ego Needs (self-esteem)

          -Self-Actualization (need for realizing one's own potentialities)

• ERG Theory (Alderfer) - more than one need may operate at one time and satisfaction of a need may or may not lead to a progression to the next higher need.

          *Existence Needs (physical existence)

          *Relatedness Needs (interpersonal needs)

          *Growth Needs (needs for personal development and improvement)

• Need for Achievement (McClelland and Atkinson) - addressed achievement-oriented activity.  This is influenced by the result of a conflict between two opposing tendencies, the tendency to achieve success (n-Ach) and the tendency to avoid failure (n-AF).

2. Balance Theories

• Equity Theory (J. Stacy Adams) - if a comparison is equitable, no tension exists; the individual is satisfied and should have little desire to change the outcome/input ratio. Inequity creates tension and, with it, a desire by the individual to reduce the tension by altering one or more elements of the ratios to bring the comparison back to equality. Examples of inequality are underpayment and overpayment.
• Consistency Theory (Korman)

        -Balance Notion (states that individuals will engage in and find satisfying those behaviors which  maximize their sense of cognitive balance or consistency. They will be motivated to perform in a manner consistent with their self-image).

        -Consistency Notion (predicts that high self-esteem people tend to perform better than those with low self-esteem which prefer to behave in a manner consistent with their low self-image).

3. Two-Factor Theory (Herzberg) - proposed a theory of job satisfaction. Motivator factors that are associated with high job attitudes and Hygiene factors that are associated with low job attitudes.

4. Behavior Modification (Skinner) - behavior is controlled by its consequences. The consequences of interest are reinforcers (anything that follows a behavior and influences the probability that behavior will be repeated in the future).

5. Expectancy Theory (Vroom) - based upon a rational-economic view of people. It is assumed that people are decision makers who choose among alternative courses of actions by selecting the action that appears most advantageous.

6. Intrinsic Motivation (Deci)

• White's Notion of Competence Motivation - assumes that in performance settings, people are motivated to do well in order to experience a sense of competence.

LEVELS OF CONSIDERATION FOR WORK BEHAVIOR

1. Motivational Theories of Work Behavior
2. General Practices for Influencing Behavior in Organization

• Goal Setting - goals provide as a basis for motivation and they guide behaviors
• Participatory Decision Making - employees who participate in making decisions will be more committed to their decisions and will work harder to accomplish them
• Incentive Systems - items given to individuals that are designed to influence future behavior
• Job Design

     3. Specific Practices (MBO, Pay Schedules, Leadership Styles)