MGT 1827 G2 by Hoàng Văn Huy https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7 en-us 2023-10-12 04:27:21 UTC 2023-10-16 01:02:17 UTC hello@padlet.com The Porter-Lawler Extension of Expectancy Theory anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742963122 2023-10-12 04:39:18 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742963122 Introduction anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742969082 2023-10-12 04:44:16 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742969082 anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742970453
  • Employee Satisfaction → Good Performance
  • Research Inconsistencies
]]> 2023-10-12 04:45:28 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742970453 anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742970879 1. Relationship Between Satisfaction and Performance
2. Direction of the Relationship]]> 2023-10-12 04:45:53 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742970879 Figure 10.5 summarizes Porter and Lawler’s logic. mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742973593
  • A relationship between satisfaction and performance but that it goes in the opposite direction—that is, high performance may lead to high satisfaction.

    • ]]>     2023-10-12 04:48:21 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742973593     https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742975497 Expectancy Theory]]> 2023-10-12 04:50:02 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742975497 Key Concepts anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742976899 2023-10-12 04:51:16 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742976899 anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977465 Performance Leads to Rewards
    • Extrinsic Rewards
    • Intrinsic Rewards
    ]]>     2023-10-12 04:51:46 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977465     Assumptions mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977537 2023-10-12 04:51:50 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977537 anhvtmhs186400 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977901 Equity Evaluation
    • Effort Expended
    • Level of Performance Attained

    ]]>     2023-10-12 04:52:09 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742977901     mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742979532 If performance results in equitable and fair rewards, people will be more satisfied.]]> 2023-10-12 04:53:31 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742979532 mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742980274 High performance can lead to rewards and high satisfaction.

    ]]>     2023-10-12 04:54:09 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742980274     Types of Rewards mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982164 2023-10-12 04:55:33 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982164 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982357 Porter and Lawler's Extension]]> 2023-10-12 04:55:42 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982357 https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982965 Human Relations Assumption]]> 2023-10-12 04:56:13 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742982965 mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742983124 Extrinsic rewards are outcomes set and awarded by external parties]]> 2023-10-12 04:56:21 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742983124 mphuong1319_ https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742983735 Intrinsic rewards are outcomes that are internal to the individual]]> 2023-10-12 04:56:51 UTC https://padlet.com/huyhvhe171810/yqihwir9lzcv9uy7/wish/2742983735