Affective and Behavioral Outcomes, Adherence to Program Effectiveness, Theory of Work Motivation

About the DCLG- MODEL

FOUNDED BY THE DEPARTMENT OF COMMUNITIES AND LOCAL GOVERNMENT

APPLICABLE TO THE BIZ MODEL AND SHAW MOBILE FITNESS
 (www.shawmobilefitness.webs.com and www.shawmobilefitness.blogspot.com)


Service can be aligned precisely with the job requirement which provide cost efficiency savings and behavior or affective outcomes through people/personal critical psychological states and intrinsic rewards, internal work motivation which reinforces work behavior.
Benefits

New Employee Model
"High motivating potential combines with the person's knowledge and skill to produce high internal work motivation!"

Knowledge of the actual results of work activities
Experience responsibility for outcomes of the work
Experience meaningfulness of the work

"Work perceived as unimportant by the person doing the job is not likely to produce high levels of affective and behavioral response."

Skill variety
Task identity
Task significance
Autonomy
Feedback from the job itself

 excerpts from Organizational Behavior - Joseph E.Champoux

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