1. 5. Motivation Theory : Process theories and Aplication

2. Tujuan Pengajaran Reinforcement theory Expectancy theory Equity theory
Modifikasi perilaku

3. Process Motivation Theories
Theories that describe and analyze the process by which behavior is energized, directed, sustained, and stopped
Learning
Process by which relatively enduring change in behavior occurs as a result of practice
Source : Gibson

4. Social Learning Self Efficacy
Albert Bandura’s view that behavior is a function of continuous interaction between cognitive (person), behavior, and environmental determinants
Self Efficacy
Belief that one can perform adequately in a situation. Has three dimensions, magnitude, strength, and generality
Source : Gibson

5. A Social Learning Theory Model
Person
(An employee, a manager. A chief executive officer, an entrepreneur
Symbolic processes
Symbolic verbal/mental representations of reality help guide a person’s behavior
Self control
An individual controls his or her own behavior to the extent that he or she relies on cognitive supports and manages important cues received from environment and consequences
Behavior
Vicarious learning
Important and needed behaviors are acquired by observing and imitating others in a specific setting
Environmental
Source : Gibson

6. Reinforcement theory Positive Reinforcement Negative Reinforcement
Action that increase the likelihood of a particular behavior
Negative Reinforcement
Negative reinforcement strengthens a response because the response removes some painful or unpleasant stimulus or enables the organism to avoid it
Punishment
Undesirable consequence that result in the suppression (decrease in frequency) of the behavior that brought it about
Source : Gibson

7. Expectancy theory
“The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual”
Source : Stephen P. Robbins

8. The Expectancy Theory, there fore, focuses on three relationships
1. Effort-performance relationship
The probability perceived by the individual that exerting a given amount of effort will lead to performance
2. Performance-reward relationship
The degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome
3. Reward-personal goals relationship
The degree to which organizational reward satisfy an individual’s personal goals or need and the attractiveness of those potential rewards for individual
Source : Stephen P. Robbins

9. Expectancy Theory of Motivation
Theory in which employee is faced with a set of first level outcomes and selects an outcome based on how choice is related to second level outcomes. The individual’s preferences are based on strength (valence) of desire to achieve second level state and perception of relationship between first and second level outcomes
Source : Gibson

10. Equity theory
“Individuals compare their job inputs and outcomes with those of others and then respond so as to eliminate any inequities”
Source : Stephen P. Robbins

11. The Equity Theory of Motivation
A person (P) with certain input (I) and receiving certain outcomes (O)
Compares his or her input outcome ratio to
A reference person’s (RP) inputs (I) and outcome (O)
And perceives
OP ORP
IP IRP or
OP ORP
IP IRP
>
< =
(equity)
(inequity)
IP = Inputs of the person
OP= Outcomes of the person
IRP= Inputs of reference person
ORP= Outcomes of reference person
Source : Gibson

12. Change procedures to restore equity
Changing inputs
Changing outcomes
Changing the reference person
Changing the inputs or outcomes of the reference person
Changing the situation
Source : Gibson

13. Goal Setting Theory Goal Setting Goal
The process of establishing goals. In many cases, it involves superior and subordinate working together to set subordinate’s goals for specified period of time
Goal
Specific target that an individual is trying to achieve, the target (object) of an action
Source : Gibson