7-1 Motivation intensity intensivlik, direction- yo’nalish, persistence- qatiylik

Maqsadlar va samaradorlik munosabatlariga uchta shaxsiy omil ta'sir qiladi: maqsadga sadoqat, vazifaning xususiyatlari va milliy madaniyat.


Goal Commitment Goal-setting theory assumes an individual is committed to the goal and determined not to lower or abandon it. The individual (1) believes he or she can achieve the goal and (2) wants to achieve it.
Maqsadga sodiqlik Maqsadni belgilash nazariyasi shaxs o'z zimmasiga oladi deb faraz qiladi maqsad va uni tushirmaslik yoki tark etmaslikka qaror qildi. Shaxs (1) ishonadi u maqsadga erisha oladi va (2) unga erishmoqchi.


Task Characteristics Goals themselves seem to affect performance more strongly when tasks are simple rather than complex, and when the tasks are independent rather than interdependent. On interdependent tasks, group goals along with delegation of tasks are preferable
Vazifa xususiyatlari Maqsadlarning o'zi ishlashga ko'proq ta'sir qiladi Vazifalar murakkab emas, balki oddiy bo'lganda va vazifalar bo'lganda o'zaro bog'liq emas, balki mustaqil.40 O'zaro bog'liq vazifalar bo'yicha, guruh vazifalarni topshirish bilan bir qatorda maqsadlarga ham afzallik beriladi

National Culture Setting specific, difficult, individual goals may have different

effects in different cultures. In collectivistic and high power-distance cultures,
achievable moderate goals can be more motivating than difficult ones.42
Assigned goals appear to generate greater goal commitment in high than in
low power-distance cultures
Milliy madaniyat Aniq, qiyin, individual maqsadlarni belgilash har xil bo'lishi mumkin
turli madaniyatlarda ta'siri. Kollektivistik va yuqori kuch-masofaviy madaniyatlarda,
erishish mumkin bo'lgan mo''tadil maqsadlar qiyinlardan ko'ra ko'proq rag'batlantiruvchi bo'lishi mumkin.42 Belgilangan maqsadlar oldingiga qaraganda yuqoriroq maqsadlarga erishish majburiyatini keltirib chiqaradi past quvvat masofasidagi madaniyatlar

@Promotion focus- a self -regulation strategy that involves striving for goals through advancement and accomplishment.

Rag'batlantirish yo'nalishi - o'z-o'zini tartibga solish strategiyasi bo'lib, u oldinga siljish va muvaffaqiyatga erishish orqali maqsadlarga intilishni o'z ichiga oladi.
@Prevention focus- a self-regulation strategy that involves striving for goals by fulfilling dutles and obligations.
Profilaktikaga e'tibor qaratish - majburiyat va majburiyatlarni bajarish orqali maqsadlarga intilishni o'z ichiga olgan o'z-o'zini tartibga solish strategiyasi

Research has found that people differ in the way they regulate their thoughts and behaviors during goal pursuit.46 Generally, people fall into one of two categories, though they could belong to both. Those with a promotion focus strive for advancement and accomplishment, and approach conditions that move

them closer toward desired goals. This concept is similar to the approach side of the approach-avoidance framework discussed in Chapter 4. Those with a prevention focus strive to fulfill duties and obligations and avoid conditions that pull them away from desired goals. Aspects of this concept are similar to the avoidance side of the approach-avoidance framework.
Tadqiqotlar shuni ko'rsatdiki, odamlar o'z fikrlarini tartibga solishda farq qiladi
va maqsad sari intilish paytidagi xatti-harakatlari.46 Umuman olganda, odamlar ikki toifadan biriga bo'linadi: Garchi ular ikkalasiga tegishli bo'lsa ham. Tanlovga e'tibor qaratganlar intiladilar
oldinga siljish va muvaffaqiyatga erishish va harakatlanadigan sharoitlarga yaqinlashish uchun
ularni ko'zlangan maqsadlarga yaqinlashtiradi. Ushbu kontseptsiya yondashuv tomoniga o'xshaydi
4-bobda muhokama qilingan yondashuv-qochish tizimi profilaktika e'tibori burch va majburiyatlarni bajarishga va sharoitlardan qochishga intiladi bu ularni orzu qilingan maqsadlardan uzoqlashtiradi. Ushbu kontseptsiyaning jihatlari shunga o'xshash yondashuv-qochish ramkasining qochish tomoni.
management by objectives (MBO) A program that encompasses specific goals, participatively
set, for an explicit time period, with feedback on goal progress.
maqsadlar bo'yicha boshqarish (MBO) Muayyan maqsadlarni qamrab oluvchi dastur
maqsadning borishi haqida fikr-mulohaza bilan aniq vaqt davri uchun belgilang.

A more systematic way to utilize goal setting is with management by objectives (MBO), an initiative most popular in the 1970s but still used today.51 MBO emphasizes participatively set goals that are tangible, verifiable, and measurable. As Exhibit 7-4 shows, the organization’s overall objectives are translated into specific cascading objectives for each level (divisional, departmental, individual). But because lower-unit managers jointly participate in setting their own goals, MBO works from the bottom up as well as from the top down

Maqsadlarni belgilashdan foydalanishning yanada tizimli usuli - bu boshqaruv
maqsadlari (MBO), 1970-yillarda eng mashhur boʻlgan, ammo hozir ham qoʻllanilayotgan tashabbus.51
MBO aniq, tekshirilishi mumkin bo'lgan va o'lchanadigan, birgalikda qo'yilgan maqsadlarga urg'u beradi.
7-4-rasmda ko'rsatilganidek, tashkilotning umumiy maqsadlari tarjima qilingan Har bir daraja uchun aniq kaskadli maqsadlarga (bo'linma, idoraviy, individual). Lekin, chunki quyi bo'linma rahbarlari birgalikda ularning belgilashda ishtirok etadilar o'z maqsadlari, MBO pastdan yuqoriga va yuqoridan pastga ishlaydi
Goal Setting and Ethics - The relationship between goal setting and ethics is quite complex: If we emphasize the attainment of goals, what is the cost? The answer is probably found in the standards we set for goal achievement. For example, when money is tied to goal attainment, we may focus on getting the money and become willing to compromise ourselves ethically
Maqsadni belgilash va axloq - maqsadni belgilash va axloq o'rtasidagi munosabat juda murakkab: Agar maqsadlarga erishishni ta'kidlasak, xarajat qancha? Javob, ehtimol, biz maqsadlarga erishish uchun o'rnatgan standartlarda topiladi. Misol uchun, pul maqsadga erishish bilan bog'liq bo'lsa, biz pul olishga e'tibor qaratishimiz va o'zimizni axloqiy jihatdan murosaga keltirishga tayyor bo'lishimiz mumkin.
7-4 OTHER CONTEMPORY THEORIES OF MOTIVATION motivatsiyaning boshqa zamonaviy nazariyalari
Understand the differences among self-efficacy theory, reinforcement theory, and expectancy theory.
Farqlarni tushuning o'z-o'zini samaradorlik nazariyasi orasida, mustahkamlash nazariyasi va kutish nazariyasi.

Self-determination theory and goal-setting theory are well supported contemporary theories of motivation. But they are far from the only noteworthy OB theories on the subject. Self-efficacy, reinforcement, and expectancy theories reveal different aspects of our motivational processes and tendencies. We begin with the concept of self-efficacy.

O'z taqdirini o'zi belgilash nazariyasi va maqsadlarni belgilash nazariyasi hozirgi zamonda yaxshi qo'llab-quvvatlanadi motivatsiya nazariyalari. Ammo ular yagona e'tiborga loyiq OBdan uzoqda
mavzu bo'yicha nazariyalar. O'z-o'zini samaradorlik, mustahkamlash va kutish nazariyalari
motivatsion jarayonlar va tendentsiyalarimizning turli tomonlarini ochib beradi. Biz boshlaymiz
o'z-o'zini samaradorlik tushunchasi bilan.

self-efficacy theory An individual’s belief that they are capable of performing a task.
o'z-o'zini samaradorlik nazariyasi shaxsning vazifani bajarishga qodir ekanligiga ishonchi

Self-efficacy theory, a component of social cognitive theory or social-learning theory, refers to an individual’s belief that he or she is capable of performing a task.59 The higher your self-efficacy, the more confidence you have in your ability to succeed.

O'z-o'zini samaradorlik nazariyasi, ijtimoiy kognitiv nazariyaning yoki ijtimoiy ta'limning tarkibiy qismi
nazariya, shaxsning u amalga oshirishga qodir ekanligiga ishonishini anglatadi vazifa.59 O'z-o'zini samaradorligingiz qanchalik yuqori bo'lsa, o'zingizga bo'lgan ishonchingiz shunchalik ko'p bo'ladi
muvaffaqiyatga erishish qobiliyati.