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趙元英 同德女子大學校 1986 同大論叢 Vol.16 No.1
Today, people are surrounded by numerous organizations. Like it or not, man's whole life is to be governed by orgarizations. He receives almost all of resources to accomplish his desires from the exchange with the organization. To exchange with their members, other organizations and environments, certain organization must have sufficient amount of resources. This can be done by higher level and efforts from their constituents. We define this kind of efforts as Motivation. So motivation is a requisite to organizational survival. This study was performed to investigate the conceptual foundation of motivation and its meaning to the managerial activity. To accomplish the purpose of this study, comprehensive review of the many models of motivation and their implication to the management practice are performed. First, the expectancy model of motivation was examined. The rationale of this model is as follow. Man calculates the amount of valence, instrumentality and expectancy in performing a behavior. And then he decides the level of effort(motivation)by the perceived sum of the three components. Expectancy model is one of the most popular concerns on motivation and there are many variations from the Vroom's original model. In the Study, Graen, Porter & Lawler and Lawler's modified models were examined. Second, the equity theory of Motivation was examined. This was formalized by Adams. This Model hypothesized that man compares his output/input ratio to other's ouput/input ratio. If he perceives the inequity, he experiences the conflict and try to resolve situation. There are many methods of resolving conflicts. He can reduce (or enhance) his inputs (or outputs), influence other's ratio, and change the comparison others. Third, the examination of Lockes goal setting theory was included. This is rather a brief mode. Locke's proposition is that the performance of a man can be increased by setting a specific goal. Fourth, Skinnerian operant conditioning and reinforcement theory focused the antecedents and consequences of behavior. Skinner ignores the inner states of man in that they are unobservable. They argue only to reinforce the positive or negative consequences, the probability of behavior can be increased. Fifth, the attributional approach to motivation was highlighted. Attribution is the processes through which individual determine the causes of events. Determining the Causes of an event gives it meaning and provides the individual with a more or less stable, predictable, and, therefore, controllable world. The manager's attribution of their surbodinate's performance determines the subsequent action. That is, Manager reacts differently depending on their attribution. If he attrubutes low level of performance to subordinates ability of effort(internal attribution), he expires him or design the training or rational reward program. If he attributes low level of performance to environmental conditions(external attribution), his reaction is changed. Finally, the pretical meaning of motivation theories was examined under the headline of behavior modification, goal setting, management participation and modified work schedules. As concluding remarks, I suggest the future direction of motivation research is to be in the effort of intergrating the models and its application to practice.