Brian Caulkins

 Business - internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal.  Human Service - the probability that a person will enter into, continue, and adhere to a specific change strategy.

 Herzberg’s Two-Factory Theory  Victor Vroom’s Expectancy Theory

 Hygiene - the needs to ensure an employee does not become dissatisfied.  Working Conditions  Status  Security  Motivation - needs in order to motivate an employee into higher motivation.  Achievement  Responsibility of task  Interest in job

 Valence - emotional orientations people hold with respect to outcomes.  Expectancy* - what the employee feels they are capable of doing or what level of confidence they have.  Instrumentality - the perception of whether employees think they will get the reward they deserve even if it has already been promised.

 Sick days  Work at home  Non-communication between upper-level management and lower workforce  2010 surge

 the degree to which a job provides an employee with the discretion and independence to schedule their work and determine how it is to be done.  “Human beings have an innate drive to be autonomous, self-determined, and connected to one another. When that drive is liberated, people achieve more and live richer lives.”

 A process in which a rater or raters evaluate the performance of any employee.  Constructive Feedback  When in doubt, put it in writing!  Job Descriptions

 More concerned about ethical considerations  Defines and measures motivation in human service  Normative motivation  Golden Rule