Figure 1: Integration Model of Motivation Schermerhorn, Hunt and Osborn, (1977 Source: This model presents the inter-relationship among satisfaction. The relationship between each issue with one another is not always direct but the circle process indicates where individual motivation works to effect level and quality of performance and in turn, the various outcome resulted from work performance, will affect the individual motivation. Motivation influences performance which is determined by individual attributes such as ability and experience, organizational support such as resources and technology, and work effort the point at which an level of motivation comes – individual’s directly to bear. Individual motivation directly determines work effort, and the key to motivation is the ability to create a work setting that positively responds to individual needs and goals. Whether or not a work setting proves motivational for a given individual depends on the availability of rewards and their perceived value. The content theories enter the model that guide to understanding individual attributes and identifying the needs that give motivational value to the possible rewards. When the individual experiences intrinsic rewards for work performance, motivation will be directly and positively affected. Motivation can also occur when job satisfactions result from either extrinsic or intrinsic rewards that are felt to be equitably allocated. When felt negative inequity results, satisfaction will be low and motivation will be reduced (Schermerhorn, Hunt and Osborn, 1997).
Figure 1: Integration Model of Motivation Source: Schermerhorn, Hunt and Osborn, (1977 This model presents the inter-relationship among The relationship between each issue with one another is not always direct but the circle process indicates where individual motivation works to effect level and quality of performance and in turn, the various outcome resulted from work performance, will affect the individual motivation. Motivation influences performance which is determined by individual attributes such as ability and experience, organizational support such as resources and technology, and work effort – the point at which an individual’s level of motivation comes directly to bear. Individual motivation directly determines work effort, and the key to motivation is the ability to create a work setting that positively responds to individual needs and goals. Whether or not a work setting proves motivational for a given individual depends on the availability of rewards and their perceived value. The content theories enter the model that guide to understanding individual attributes and identifying the needs that give motivational value to the possible rewards. When the individual experiences intrinsic rewards for work performance, motivation will be directly and positively affected. Motivation can also occur when job satisfactions result from either extrinsic or intrinsic rewards that are felt to be equitably allocated. When felt negative inequity results, satisfaction will be low and motivation will be reduced (Schermerhorn, Hunt and Osborn, 1997). satisfaction.