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Theory of Work Adjustment and Individual Behavior in Organization
This paper is an exhaustive discussion of the various theories, models and constructs affecting individual adjustment to work and their degree of motivation and performance.
|language || ||english
|wordcount || ||11372 (cca 32 pages)
|contextual quality || ||N/A
|language level || ||N/A
|price || ||free
|sources || ||6
Table of contents
The Proposition of the Theory 1
The Human Side of Enterprise 3
The Assumptions of Theory Y 4
Theories of Performance and Satisfaction: A Review 5
Motivation: An Outline of Cognitive Model 9
Achievement Motivation Can Be Developed 11
Some Definitions of Motivations 16
Preview of the essay: Theory of Work Adjustment and Individual Behavior in Organization
THEORY OF WORK ADJUSTMENT AND INDIVIDUAL BEHAVIOR IN AN ORGANIZATION INTRODUCTION The following Theory of work Adjustment is based on the concept of correspondence between individual and environment. Correspondence between an individual and his environment implies conditions that can be describe as a harmonious relationship between individuals and environment, suitability of the environment and of the environment for the individual, consonance or agreement between individual and environment, and a reciprocal and complementary relationship between the individual and the environment are corresponsive( mutually responsive ). Into this relationship the individual brings his requirements of the environment: the environment likewise has its requirements of the individual. In order to survive in an environment the individual must achieve some degree of correspondence. It is a basic assumption of Theory of Work Adjustment that each individual seeks to achieve and maintain correspondence with his environment. Achieving and maintaining correspondence with the environment are basic motives of human behavior. There are several kinds of environments—home, school, work—to which an individual must relate. Achieving and maintaining correspondence with one environment may affect the correspondence achieved and maintained in other environments. Work represents most individuals must relate. The individuals bring ...
... motivational concepts: “Without a foundation of arousal, the cue function cannot exist arousal. Is synonymous with general drive state… the drive is an energizer, but not guide…” (1955). And again, drive is… some process provides the energy of the movement but… like the engine of an automobile, does not determine what the movement will be” (1958).
Atkinson (1958) also incorporates the vigilance or arousal functions of situations, thus: “the term motivation refers to the arousal of a tendency to act to produce one more effects. The term motivation points which is experienced by the person as an I want to..` The particular aim of the momentary state of motivation is situational defined.” And Maslow (1945) writes: Sound motivational theory should… assume that motivation is constant, never ending, punctuating, and complex, and that it is an almost universal characteristic particularly every organism state of affairs: Brown (1961) consider a specific variable motivational: (1) if it tends of facilitate or energize several different responses, (2) if its new response leads to the learning of that strength of the variable leads to the abandonment of responses, and (4) if its effects on behavior cannot as learning, sensation, innate and capacities, and sets.”
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