* Perception—the process through which people receive and interpret information from the environment. * Three perceptual distortions: Stereotypes (assignes attributes commonly associated with a group to an individual), Halo effect (uses one attribute to develop an overall impression of a person or situation), Selective perception (the tendency to define problems from one’s own point of view) * Herzbergs motivation theory—links job satisfaction to motivator factors, such as responsibility and challenge associated with job content. It liknks job dissatisfaction to hygiene factors such as py and working conditions associated with job context. * 4 satisfiers( organizational policies, quality of supervision, working conditions, base wage or salary, relationships with peers and subordinates.) 4 disatisfiers (Achievement, recognition, work itself, responsibility). – job enrichment * Maslows theory: Higher order needs (Self actualization: highest level, need to fulfill oneself; to grow and use abilities to the fullest and most creative extent./ Esteem: Need for esteem of others; respect, prestige, recognition, need for self-esteem, personal sense of competence, mastery.)Lower order needs( Social: Need for love, affection, sense of belongingness in one’s relationships with other persons./Safety: Need for security, protection, and stability in the physical and interpersonal events of day to day life./Physiological: most basic of all human needs,need for biological maintenance; need for food, water, and sustenance.) * Aldefers theory—collapses the five needs into three:existence, relatedness and growth. It maintains that more than one need can be activated at a time. * Job characteristics model: offers a diagnostic approach to job enrichment based on analysis of five core job characteristics: skill variety, task identity, task significance,