Table of Contents
Indentify the key motivational theories and explain which of the theories strongly influences the affective and behavioral process: 3
Describe the characteristics of a positive work environment and explain how HR designs job to motivate the employees 5
Synthesis of Hackman and Oldman’s job characteristics and employee’s psychological states in relation to work outcomes such as intrinsic work motivation, job satisfaction and quality work performance: 6
The possible relationship between Maslow’s general components and job characteristics in view of engaging and motivating employees in the organization 7
Indentify the key motivational theories and explain which of the theories strongly influences the affective and behavioral process:
Motivational theories affect most in the performance of the employees in the organization. Through the implication of the theories the employees are strongly motivated in the organization which ultimately impacts the performance of the employees.
The key motivational theories include the Maslow’s hierarchy of needs theory, Herzberg two factor theory, Equity theory and finally the reinforcement theory. Firstly I am determined to discuss the hierarchy of needs theory.
Here Maslow talked about the five basic needs of the human (Arvinen-Muondo, and Perkins, 2013). Here self actualization talks regarding the fact he will have the excel to drive the others, self esteem is another need which talks about the fact that he will be recognized both in the family and outside the family, belongingness is another important need talking about the correlation with different areas such as in clubs, with the friends and with the other members ...
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...ndo, R. and Perkins, S. (2013). Organizational behaviour. London: Kogan Page.
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➢ Sinha, J. (2008). Culture and organizational behaviour. New Delhi: SAGE.
➢ Gilmore, S. and Williams, S. (2009). Human resource management. Oxford: Oxford University Press.
➢ Editorial Board. (2014). Human Resource Management Review, 24(3), p.IFC.
➢ Armstrong, M. and Armstrong, M. (2011). Armstrong 's handbook of strategic human resource management. London: Kogan Page.
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