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Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Equity Theory is derived from social exchange theory. It explains motivation in the workplace as a cognitive process of evaluation, whereby the employee seeks to achieve a balance between inputs or efforts in the workplace and the outcomes or rewards received or anticipated.
Symmetric and antisymmetric relations. By definition, a nonempty relation cannot be both symmetric and asymmetric (where if a is related to b, then b cannot be related to a (in the same way)). However, a relation can be neither symmetric nor asymmetric, which is the case for "is less than or equal to" and "preys on").
Symmetric relations contrast with non-symmetric relations, for which this pair-like behavior is not always observed. An example is the love-relation: if Dave loves Sara then it is possible but not necessary that Sara loves Dave. A special case of non-symmetric relations is asymmetric relations, which only go one way.
Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [1] McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs.
The 3H-model of motivation ("3H" stands for the "three components of motivation") was developed by professor Hugo M. Kehr, PhD., at UC Berkeley. [1] The 3C-model is an integrative, empirically validated theory of motivation that can be used for systematic motivation diagnosis and intervention.
Theory Z is a name for various theories of human motivation built on Douglas McGregor's Theory X and Theory Y.Theories X, Y and various versions of Z have been used in human resource management, organizational behavior, organizational communication and organizational development.
A relation R is quasitransitive if, and only if, it is the disjoint union of a symmetric relation J and a transitive relation P. [2] J and P are not uniquely determined by a given R; [3] however, the P from the only-if part is minimal. [4] As a consequence, each symmetric relation is quasitransitive, and so is each transitive relation. [5]