
Work Motivation
History, Theory, Research, and Practice
Gary P. Latham(Editor)
SAGE Publications Inc (Publisher)
1st Edition
Published on 6. September 2006
Book
Paperback/Softback
376 pages
978-0-7619-2018-2 (ISBN)
Article exhausted; check for reprint
Description
'Dr. Latham's book is very detailed about under whom and where the major writers on work motivation studied. This makes for interesting asides. His footnotes are both informative and eyebrow raising. His personal journey through all this is insightful, charming, and a great contribution to understanding the lineage of psychologists. I plan on loaning to other nonpsychologists as well as assigning it to my students.'uCANADIAN PSYCHOLOGYWork Motivation: History, Theory, Research, and Practice provides unique behavioral science frameworks for motivating employees in organizational settings. Drawing upon his experiences as a staff psychologist and consultant to organizations, author GaryaLatham has written this book in a omentor voiceoe that is highly personal and rich in examples, including enduring influences of mentors on researchers in the field.aaa Key Features Includes anecdotes about and from the major thought leaders in the field of motivation: Personal insights from and about leading personalities in the field of motivation such as Bandura, Frese, Hough, Judge, Kanfer, Lawler, Locke, Pinder, Rousseau, and Vroom make the material come alive. Behind-the-scenes accounts of research and the researchers who conducted studies in North America, Africa, Asia, Australia, and Europe are addressed. Offers a chronological review of the research on and theories of motivation in the workplace: Written in a meaningful and memorable style, a comprehensive treatment of work motivation is given from the end of the 19th century to the present. Provides a taxonomy for the study and practice of motivation: The book explains how and why to take into account a personAEs needs, values, work setting, goals, moods, and emotions. Controversies of theoretical and practical significance such as the importance of money, the relationship between job satisfaction and job performance, and the distinction between intrinsic and extrinsic motivation are captured and resolved.aa Intended Audience:This is an excellent text for advanced undergraduate and graduate students studying work motivation in the departments of Industrial/Organizational Psychology, Organizational Behavior, and Human Resource Management.Talk to the author! http:/www.rotman.utoronto.ca/facbios/viewFac.asp?facultyID=latham
Reviews / Votes
Gary,Forgive the length of this e-mail, but I have been reading your new book on my job trip and I wanted to send you some thoughts. First, thanks for reminding me why I entered this profession. The last few years have been frustrating for me, mainly because I have been torn between the science and the practice of business. While my experiences at Wichita State and here at Chico have been valuable, I have not done a very good job of integrating the two. Your book is reminding me why good social science really adds value to the practice of business, entrepreneurship included.
Second, your anecdotes are fabulous. They are reminding me that the real payoff of our profession is the ability to exchange ideas with other smart people. I have to say that one thing I have done well over the past few years is to learn from people who know more than I do.
You, Ed, Maureen Ambrose, and Joe Rosse are just some examples. I think the best example you gave of the never-ending process of learning was your encounter with Chris Argyris. I about split my sides on reading that one.
Third, and this is what qualifies my reading of the book as a "critical incident," it primed me for my interview at Illinois State. Though I knew before I went that I wanted a position that afforded me more time and resources for research, I was able to see the big picture much more clearly. My research presentation was the best I have ever made. I felt like I knew my stuff and that while I have been less focused the past few years than I would like, I had actually done a pretty good job of preparing for my next career phase. Your book was the final trigger I needed.
So, all of this figures in some "resolutions" on my part. Number one, scholarship is now my professional priority. When I do practice it will be with an eye toward furthering our knowledge of entrepreneurship.
Number two, you have taught me the value of fast turnaround time. I have resolved that when I am working with others, they will get manuscripts and correspondence back as fast as you get them back to me.
(I do realize how challenging that goal is, by the way.)
This Monday morning finds me optimistic. I believe I have a very good chance of landing that job and there is every indication that it is exactly where I need to be to accomplish my professional and personal goals. Thanks once again for your willingness to be a mentor. One day, I hope to do the same for others.
Best,
Terry W. Noel
Associate Professor of Management and Quantitative Methods Illinois State University -- Terry W. Noel "Dr. Latham's book is very detailed about under whom and where the major writers on work motivation studied. This makes for interesting asides. His footnotes are both informative and eyebrow raising. His personal journey through all this is insightful, charming, and a great contribution to understanding the lineage of psychologists. I plan on loaning to other nonpsychologists as well as assigning it to my students."
-CANADIAN PSYCHOLOGY -- Adam S. Radomsky, Ph. D.
More details
Series
Language
English
Place of publication
Thousand Oaks
United States
Target group
College/higher education
Dimensions
Height: 229 mm
Width: 152 mm
Weight
482 gr
ISBN-13
978-0-7619-2018-2 (9780761920182)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
New editions

Book
01/2012
2nd Edition
SAGE Publications Inc
€184.90
Shipment within 10-20 days
Person
Gary Latham is the Secretary of State Professor of Organizational Effectiveness in the Rotman School School of Management at the University of Toronto. He is a Past President of the Canadian Psychological Association, a Fellow of the Academy of Management, the American Psychological Association, American Psychological Society, Canadian Psychological Association, and the Royal Society of Canada. He is the only person to receive both the awards for Distinguished Contribution to Psychology as a Profession and as a Science from the Society for Industrial/Organizational Psychology. He is also the recipient of the Scholarly Practitioner and the Heneman Career Achievement Award from the Academy of Management Human Resource Division. He is the co-author of A Theory of Goal Setting and Task Performance with Edwin A. Locke; and Increasing Productivity through Performance Appraisal, and Developing and Training Human Resources, both with K. N. Wexley.
Content
Editor's Comments
Preface: Person-Environment Fit
13 Critical Incidents in the Life of a Practitioner/Scientist
Part I The 20th Century: Understanding the Past
1900-1925
Experimental Psychology
Scientific Management
1925-1950
Attitude Surveys
Laboratory Experiments
Field Experiments
Hawthorne Studies
World War II
Need Hierarchy Theory
1950 - 1975
Job Satisfaction and Job Performance
Motivation Theory
Theory X and Theory Y
Theory Driven Empirical Research
Job Characteristics
Equity Theory
Expectancy Theory
Behavior Modification
Goal Setting Theory
1975 - 2000
Goal Setting Theory
Social Cognitive Theory
Self-Regulation
Job Characteristics Revisited
A Comprehensive Framework: The High Performance Cycle
Principles of Organizational Justice
20th Century Controversies
Money
Performance and Satisfaction
Participative Decision Making
Intrinsic vs. Extrinsic Motivation
Seismic Events: Summary and Overview of the 20th Century
A Practitioner's Viewpoint
Part II The 21st Century
Examining the Present: 2000 - 2004
Needs
Socioanalytic Theory
Personality Traits: Predictors of Motivation
Five Factor Model (FFM)
Self-Regulatory/Self-Monitoring Personality
Core Self-Evaluations
Goal Orientation
Self-Determination Theory
Summary
Values
Context
Societal Culture
Job Characteristics
Person-Environment Fit
Cognition
Goal Setting Theory
Contextual Conditions
Implementation Intentions and Auto-Motive Goals
Feedback
Self-Regulation
Social Cognitive Theory
Outcome Expectancy
Self-Efficacy
Moral Disengagement
Pygmalion Effect
Affect/Emotion
Principles of Organizational Justice
Part III Future Directions and Potential Misdirections
Spirituality
Boundaryless Psychology
Social Psychology
Clinical Psychology
Life-Span Research
Evolutionary Psychology
Neuroscience
Time
Computer Models
Teams
Levels of Analysis
Integration
Part IV Epilogue: The Art of Practice
Preface: Person-Environment Fit
13 Critical Incidents in the Life of a Practitioner/Scientist
Part I The 20th Century: Understanding the Past
1900-1925
Experimental Psychology
Scientific Management
1925-1950
Attitude Surveys
Laboratory Experiments
Field Experiments
Hawthorne Studies
World War II
Need Hierarchy Theory
1950 - 1975
Job Satisfaction and Job Performance
Motivation Theory
Theory X and Theory Y
Theory Driven Empirical Research
Job Characteristics
Equity Theory
Expectancy Theory
Behavior Modification
Goal Setting Theory
1975 - 2000
Goal Setting Theory
Social Cognitive Theory
Self-Regulation
Job Characteristics Revisited
A Comprehensive Framework: The High Performance Cycle
Principles of Organizational Justice
20th Century Controversies
Money
Performance and Satisfaction
Participative Decision Making
Intrinsic vs. Extrinsic Motivation
Seismic Events: Summary and Overview of the 20th Century
A Practitioner's Viewpoint
Part II The 21st Century
Examining the Present: 2000 - 2004
Needs
Socioanalytic Theory
Personality Traits: Predictors of Motivation
Five Factor Model (FFM)
Self-Regulatory/Self-Monitoring Personality
Core Self-Evaluations
Goal Orientation
Self-Determination Theory
Summary
Values
Context
Societal Culture
Job Characteristics
Person-Environment Fit
Cognition
Goal Setting Theory
Contextual Conditions
Implementation Intentions and Auto-Motive Goals
Feedback
Self-Regulation
Social Cognitive Theory
Outcome Expectancy
Self-Efficacy
Moral Disengagement
Pygmalion Effect
Affect/Emotion
Principles of Organizational Justice
Part III Future Directions and Potential Misdirections
Spirituality
Boundaryless Psychology
Social Psychology
Clinical Psychology
Life-Span Research
Evolutionary Psychology
Neuroscience
Time
Computer Models
Teams
Levels of Analysis
Integration
Part IV Epilogue: The Art of Practice