Section3:
perception
perception:
• Definition
The process by which people translate
sensory impressions into a coherent view of
the world around them.
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Determinants of perception
• Characteristics of the perceiver: Past
experiences, Needs or motives, Personality,
Values and attitudes
• Characteristics of the setting: Physical
context, Social context., Organizational
context
• Characteristics of the perceived: Contrast.
Intensity Size Motion Repetition.
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Stages of the perceptual
process:
Information attention and selection.
Organization of information.
Information interpretation.
 Information retrieval
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Section4: learning
Definition
• “any relatively permanent change in
behavior that occurs as a result of
experience.”
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The definition has several
components that deserve
clarification:
– First, learning involves change.
– Second, the change must be relatively
permanent.
– Third, our definition is concerned with
behavior.
– Finally, some form of experience is
necessary for learning.
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The importance of learning:
– Increase the skills and talents
– Explain the preference for organizations
in recruiting university qualifications or
experience in order to improve the
quantity and quality of performance.
– managers must know the dimensions of
the learning process to influence the
employee to improve their behavior.
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motivation
Section5
Definition of motivation
• The driving force within individuals by
which they attempt to achieve some goal
in order to satisfy some needs.
• The degree to which an individual want
to choose in certain behavior.
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Qualities of Motivation:
•
•
•
•
Energizes behavior
Directs behavior
Enable persistence towards a goal
Exists in varying details
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Motivation as a process
DIRECTION
PERSISTENCE
ENERGY
It is a process by which a person efforts are
energized, and directed towards attaining the
goal.
Direction: Towards organizational goal.
Persistence: Exerting effort to achieve goal.
Energy: A measure of intensity or drive.
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Basic model of motivation
result in
needs
Drive force
feedback
to achieve
to provide
fulfillment
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Desired
goals
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Theories of Motivation:
focus on what motivates individuals.
• need Hierarchy of Maslow
• Theories X & Y of Macgregor
• McClelland’s Need Theory
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Maslow’s Hierarchy of needs theory
• Needs were categories as five levels of
lower to higher order of needs.
• Individual must satisfy lower level needs
before they can satisfy higher order
needs.
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Hierarchy of Needs
• familial order ( External ) : Physiological
and safety needs
• Higher order ( Internal ) : Social, Esteem,
and Self-actualization
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Maslow’s Hierarchy of needs theory
self
esteem
social
safety
psychological
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McGregor’s Theory X and Y
• Theory X
Assume that workers have little ambition, dislike work, avoid
responsibility, and require close supervision.
• Theory Y
Assumes that workers can exercise self-esteem, desire,
responsibility, and like to work.
• Assumption
Motivation is maximized by participative decision making,
interesting jobs, and good group relation.
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McClelland’s Need Theory: Need for
Achievement
• Need for Achievement : The desire to
succeed
• Need for Power :The need to influence the
behavior of others.
• Need for Affiliation: The desire for
interpersonal relationship.
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Herzberg Motivation Hygiene
Theory
Job satisfaction and job dissatisfaction are created y
different factors.
• Hygiene factors: Extrinsic ( Environmental )
factors that create job dissatisfaction.
• Motivation Factors: Intrinsic ( Psychological )
factors that create job satisfaction.
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Implication for manager to
Perception
– An employee’s perception of a situation is the
basis for his/her behavior
– To influence productivity, it is important that a
manager understand how employees perceive
their job.
– Managers are advised to understand how
individuals interpret reality
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