Unit -2 OB Section. 3RD E
Unit -2 OB Section. 3RD E
Unit -2 OB Section. 3RD E
Of Business
Management Department
Bachelor of Business
Administration
BBA- 3 Semester Perception
Attitude
Organizational Behaviour Personality
BBA-301 Motivation
• Intellectual Process
• Psychological Process
• Subjective Process
• Socially Connected
• Culturally influenced
• Self- fulfilling
Importance of Perception
• 1. Stimuli
• 2. Attention
• 3. Recognition
• 4. Translation
• 5. Behaviour
• 6. Performance
• 7. Satisfaction
Attitude
• An attitude is a positive, negative, or mixed evaluation of an object expressed at some
level of intensity. It is an expression of a favorable or unfavorable evaluation of a
person, place, thing, or event. These are fundamental determinants of our perceptions
of and actions toward all aspects of our social environment. Attitudes involve a
complex organization of evaluative beliefs, feelings, and tendencies toward certain
actions.
Types of Attitude
Sense of responsibility
1. Positive Attitude: A positive attitude means • Optimism
how positive a person thinks. With positive • Cheerfulness/Happiness
thinking, a person can bring positive change in • Tolerance
his life. A positive attitude organizes a person’s • Determination
behaviour as it keeps his work moving & • Sincerity
progressing, which means maintaining a positive • Flexibility
viewpoint gives many benefits in any kind of • Humility
situation. • Reliability
• Confidence
• Positive attitude traits are as follows: • Diligence
• 2. Negative Attitude: A negative attitude is a temperament, feeling, or manner that is
not cooperative, constructive, or optimistic. It can affect anyone, and anywhere. A
negative attitude badly affects a person's mindset, which forms anger, doubt, and
frustration human behaviour like this will affect a person's career.
• Anger • Inferiority
• Jealousy • Frustration
• Hatred • Pessimism
• Doubt • Resentment
• Individual Factor
• Level of education
• Nature of job
• Seldom, an employee may be disappointed with the job, but he may not be
disappointed with the organisation as a whole. In such a case, he may hold with
the organisation because he may think it is a passing situation. But once the
dissatisfaction increases with the organisation as a whole, he is most likely to
think about resigning from the job.
Motivation
• Motivation is derived from the word 'movere' which means to move. It is the
process of arousing action, sustaining activity in progress, regulating and
directing pattern of activity through energy transformations within the tissues
of the organism. Some of the aspects of motivation are stressed by the terms:
incentive, intention, impulse, desire, drive, determination, need, urge, wish,
want, will, longing appetite, attitude, bias, prejudice, set, readiness, purpose
and the like.
• According to Thompson, "Motivation covers any and every factor of the
spring of human action from the beginning to the end i.e., attitudes, bias, urge,
impulse, cravings, incentive, desire, wish, interest, will, intention, longing,
aim.“
• According to Johnson, "Motivation is the influence of general pattern of
activities indicating and directing behaviour of the organism.
• Process of Motivation
• The elements of the process of motivation are: (1) Motivates, (2) Behaviour,
(3) Goal, (4) Feedback.
Sources of Motivation
• (1) Needs:- In the words of Boring, Langfeld and Weld, "A need is a tension
within on organism which tends to organise the field of organism with respect
to certain incentives or goals and to incite activity directed towards their
attainment. The needs can be classified in two categories:
1. Physiological Needs:- Physiological needs are those needs that are necessary
for survival of the individual e.g., need for food, rest, sleep, light, elimination
of all sorts, and needs for activity.
2. Psychological Needs:- Psychological needs include need for belongingness,
need for security, need for status and prestige, need for self-confidence, need
for achievement, need for independence, need for self-actualisation etc.
(2) Drive:- Drive is an original source of energy that activates the human
organism. It is an intra-organic activity or condition of tissue supplying
stimulation for a particular type of behaviour. In words of Shaffer and others, "A
drive is a strong persistent stimulus that demands an adjunctive response.“
(3) Incentive:- Those environmental things which satisfy the drives of a living
being are called incentives. For example, hunger drive is satisfied with food, so
food is called incentive.
Types of Motivation
• 1. Positive Motivation:According to Peter Drunker, the real and positive motivators
are responsible for placement, high standard of performance, information adequate
for self control and the participation of the worker as a responsible citizen in the plant
community. Positive motivation is achieved by the co-operation of employees and
they have a feeling of happiness.
• 2. Negative Motivation: Negative or fear motivation is based on force or fear. Fear
causes employees to act in a certain way. In case, they do not act accordingly then
they may be punished with demotions or lay-offs. The fear acts as a push mechanism.
The employees do not willingly co-operate, rather they want to avoid the punishment.
• Theories of Motivation
• 1. Maslow’s Hierarchy of Needs Theory
• 2. Herzberg’s Two-Factor Theory of Motivation
• 3. Theory X& Y OF motivation By Mc Gregor
• 4. Vroom’s expectancy theory
• 5. Porter And Lawler Theory Of Motivation
Content theories-
Identify people’s needs and goals.
Maslow’s hierarchy of needs
Alderfer's ERG Theory
Herzberg’s two factor theory
McClelland’s Achievement Need Theory
1. Hygiene factors- Hygiene factors are those job factors which are essential for
existence of motivation at workplace. These do not lead to positive satisfaction
for long-term. But if these factors are absent / if these factors are non-existant
at workplace, then they lead to dissatisfaction. These factors are extrinsic to
work. Hygiene factors are also called as dissatisfiers or maintenance
factors as they are required to avoid dissatisfaction. Hygiene factors include:
1. Pay
2. Company policies and administration policies
3. Fringe Benefits
4. Physical Working Condition
• Motivational factors- According to Herzberg, the hygiene factors cannot be
regarded as motivators. The motivational factors yield positive satisfaction.
These factors are inherent to work. These factors motivate the employees for a
superior performance. These factors are called satisfiers. These are factors
involved in performing the job. Employees find these factors intrinsically
rewarding. The motivators symbolized the psychological needs that were
perceived as an additional benefit. Motivational factors include:
• Recognition - The employees should be praised and recognized for their
accomplishments by the managers.
• Sense of achievement - The employees must have a sense of achievement.
This depends on the job. There must be a fruit of some sort in the job.
• Growth and promotional opportunities - There must be growth and
advancement opportunities in an organization to motivate the employees to
perform well.
• Responsibility - The employees must hold themselves responsible for the
work. The managers should give them ownership of the work. They should
minimize control but retain accountability.
• Meaningfulness of the work - The work itself should be meaningful,
interesting and challenging for the employee to perform and to get
motivated.
Alderfer’s ERG Theory
• Clayton Alderfer's ERG (Existence, Relatedness and Growth) theory is
built upon Maslow's hierarchy of needs theory.
Alderfer collapses Maslow's five levels of needs into three categories:
• Physiological and Safety needs merged into Existence Needs.
• Social needs named as Relatedness Needs.
• Self-esteem and Self-actualization needs merged into Growth Needs.
Vroom’s Expectancy theory (Process Theories)
• Victor H. Vroom developed the expectancy theory in 1964, producing a
systematic explanatory theory of workplace motivation.
1 2
Individual Individual Organisational
Effort Performance Rewards