GARY LATHAM Work Motivation: History, Theory, Research, and Practice Sage Publications, 2006, 376 pages (ISBN: 9780761920175, US$99.95 Hardcover) (ISBN: 9780761920182, US$49.95 Paperback) Reviewed by JACK DUFFY is a good book. Now, if you are a cursory reader of book reviews, you need read no further. Take my word for it; this is a good book. But if you diink you might like to read it and you are not in the habit of buying books simply because a reviewer said, This is a good book, please read on. Gary Latham is well known to Canadian psychologists. As a past president of CPA and the recipient of many Canadian and international awards, he writes should be given a high priority in our reading pile. If your pile is as high as mine, priorities are a necessity. following closely after the realization that if you do not the before working your way through that pile, actuarial estimates are not to be trusted. In addition, Dr. Latham's past books have been easy to read and comprehensive. So, I approached the current book with a positive attitude; but I spent eight years studying in Iowa (one state above Missouri), and I have adopted the show me mantra of that neighbour state. Why would I mention where I studied you might ask? Well, as it turns out, Dr. Latham's book is very detailed about under whom and where the major writers on work motivation studied. makes for interesting asides. His footnotes are both informative and eyebrow raising. An example of the former is, can see why McGregor, who championed Maslow's theory, also endorsed Herzberg's work. ... implicit in Maslow's and Herzberg's theories is the assumption that one does not directly motivate another person, one creates an environment where people can motivate themselves (p. 39). An example of the latter is, ...Upon introducing myself to Fred [Herzberg in 1975] as a former student of Bill Ronan's, he replied with little humor, trouble with you industrial psychologists is that you climb down into a mine, you ask a miner, when you have to pee, can you always do so, generally do so, sometimes do so, seldom do so, or never do so? I simply asked what do you do you have to pee while you are down here? (p. 40). The astute reader will note that these footnotes occur on adjoining pages. There is no telling where informative notes versus eyebrow-raising notes will occur in this book. I rather liked that aspect. While I am on the subject of Herzberg, Latham discusses various criticisms of his work, most notably by Vroom. Personally, I think he should have pointed out that a researcher asks people two questions (Think of a time you were satisfied with your job. What made you satisfied? and Think of a time you were dissatisfied with your job. What made you dissatisfied?), how many factors should one expect from the data? A realization of this bias adds new meaning to the aptly named Dual Factor Theory. Herzberg's work is a wonderful testament to the veracity of factor analysis and little more. Yet, by golly, he did launch job enrichment from it and there is a lot to be said for that. Go figure. is a personal book as well as a review of the literature on work motivation. The book covers the last 100 years of research and has a chapter on the future of research in diis field, which covers directions as well as the author's warnings about misdirections. book could be catalogued as bodi history and personal essay. Dr. Latham interjects (mostly in footnotes) stories about the scientists he is summarizing on that page. One comes away with two impressions - he knows a lot of people, and he makes these people, er, well, people. One is forced to realize that they are just like the rest of us only more famous and more instrumental in the progress of our knowledge about work motivation. I gave this book to a computer science professor with whom I work. She is interested in designing computer interfaces for sick children that will create intrinsic motivation for them to further understand their illness, its remedies, and behavioural changes which they must make. …
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