Abstract

This paper begins with a “short tour” of prevailing motivation theories from organizational behavior. Guidelines from current theories are pushed to their limit, however, when outcome curves are examined in their extremities. Traditional reward systems are shown to have many practical limitations. In addition, because they are derived from self-interest models of motivation, relevance to educational roles is incomplete. To explain organizationally-oriented rather than individualistic behavior, altruism as a theory is considered.

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Additional Information

ISSN
1090-7009
Print ISSN
0162-5748
Pages
pp. 301-321
Launched on MUSE
2017-02-01
Open Access
No
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