Examples of outcomes in the following topics:
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- When the ratio of inputs to outcomes is close, then the employee should be very satisfied with their job.
- Outcomes can be both tangible and intangible.
- Employees who perceive themselves as being in an inequitable situation will seek to reduce the inequity either by distorting inputs and/or outcomes in their own minds, by directly altering inputs and/or outcomes, or by leaving the organization.
- People measure the totals of their inputs and outcomes.
- Different employees ascribe personal values to inputs and outcomes.
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- The outcomes or resources distributed may be tangible (e.g., pay) or intangible (e.g., praise).
- Perceptions of distributive justice can be fostered when outcomes are perceived to be equally applied.
- Procedural justice is defined as the fairness of the processes that lead to outcomes.
- Employees' perceptions of injustice within the organization can result in a myriad of outcomes.
- Absenteeism, or non-attendance, is another outcome of perceived injustice related to the Equity Theory.
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- Expectancy theory explains how a person will decide to behave based on his expectations of the resulting outcomes.
- In essence, the motivation behind behavior selection is determined by the desirability of the outcome.
- Factors associated with the individual's valence for outcomes are values, needs, goals, preferences and Sources of Motivation Strength of an individual's preference for a particular outcome.
- First, whenever there are a number of outcomes, individuals will usually have a preference among those outcomes.
- Three, any desired outcome was generated by the individual's behavior.
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- Government regulation attempts to produce outcomes which might not otherwise occur, prevent outcomes that might otherwise occur, or produce or prevent outcomes in different timescales than would otherwise occur.
- Irreversibility - regulation that deals with the problem of how certain types of conduct from current generations result in outcomes that future generations may not be able to recover from.
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- For example the expected outcomes of goals are positively influenced when employees are involved in the goal setting process.
- Besides, feedback should be provided on the strategies followed to achieve the goals and the final outcomes achieved as well.
- Feedback on strategies to obtain goals is very important, especially for complex work, because challenging goals put focus on outcomes rather than on performance strategies, so they impair performance.
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- Legal and cultural differences alone can greatly affect a strategy's outcome.
- As the US market becomes more and more saturated with US-made products, the continued expansion into foreign markets appears inevitable. greatly affect a strategy's outcome.
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- Negotiation involves understanding goals and the impacts of the range of possible outcomes on an organization.
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- Conflict arises when one or more person tries to ensure their preferred outcome is achieved to the exclusion of the preferred outcome of others.
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- ., ‘Heads I Win, Tails It's a Chance: The Illusion of Control as a Function of the Sequence of Outcomes in a Purely Chance Task', Journal of Personality and Social Psychology 34) Obviously, in all of these examples the subjects had no control over the outcomes of the acts described, yet as psychologist Leonard Mlodinow reports, on a deep, subconscious level they must have felt they had some control because they behaved as if they did.
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- ', The New York Times) These outcomes suggest that collaboration can be used to set long-term sustainable goals before individual biases and misinformation have the chance to set in – which is important because, as the next section reveals, setting clear, understandable goals and objectives that everyone can agree on is a cornerstone of the sustainability process.