Machine generated contents note: I. The Employee as a Basic Building Block of Economic Organizations -- 1. Individual Differences between Employees -- 1.1. Economic Organizations -- 1.1.1. The Basic Principles of Economic Organizations -- 1.1.2. The Basic Building Blocks of Economic Organizations -- 1.2. The Employee as a Complex Individual -- 1.2.1. Individual Differences in Needs -- 1.2.2. Individual Differences in Personalities -- 1.2.3. Individual Differences in Values and Attitudes -- 1.2.4. Individual Differences in Abilities -- 1.2.5. The Complex Employee as Unit of Analysis -- 1.3. Further Reading -- 2. Economic-Psychological Behavior -- 2.1. The Process Model of Work Behavior -- 2.1.1. The Situation as a Determinant of Behavior -- 2.1.2. The Individual Perception of a Situation -- 2.1.3. The Process Model of Individual Work Behavior -- 2.1.4. Cognitive and Motivational Processes in Work Behavior -- 2.1.5. Individual Decision Behavior -- 2.2. The Modeling of Work Behavior. Contents note continued: 2.2.1. Work Effort -- 2.2.2. Work Situation -- 2.2.3. Consequences of Work Behavior -- 2.2.4. Utility and Preferences of the Employee -- 2.2.5. The Employee's Goals and their Attributes -- 2.2.6. Matrices, Trees and Diagrams -- 2.3. Further Reading -- II. The Behavior in Organizations -- 3. Judgment of the Work Situation -- 3.1. The Foundations of Individual Judgment -- 3.1.1. The Limited Cognitive Complexity -- 3.1.2. The Judgment Process -- 3.1.3. Heuristics and Biases -- 3.1.4. The Role of Laboratory Experiments -- 3.2. Value Judgments -- 3.2.1. The Subjective Judgment of Consequences -- 3.2.2. The Subjective Judgment of Consequences in Case of Multiple Goals -- 3.2.3. The Subjective Judgment of Functional Relations -- 3.2.4. The Consistency of Preference Formation -- 3.3. Probability Judgments -- 3.3.1. Representativeness Heuristic -- 3.3.2. Availability Heuristic -- 3.3.3. Ambiguity and the Heuristic of Anchoring and Adjustment. Contents note continued: 3.3.4. Statistical Formation of Judgments -- 3.4. Causal Judgments -- 3.4.1. Causal Attribution as the Formation of Probability Judgments -- 3.4.2. Causal Schemata -- 3.4.3. Attributional Biases -- 3.4.4. Statistical Causal Attribution -- 3.5. Further Reading -- 4. The Psychology of Work Behavior -- 4.1. The Limited Individual Rationality -- 4.1.1. Utility Maximization -- 4.1.2. The Effects of Limited Cognitive Abilities on Utility Maximization -- 4.1.3. The Model of Man in the REMM -- 4.2. The Individual Decision Behavior -- 4.2.1. The Principles of Rational Behavior -- 4.2.2. Subjective Expected Utility Theories -- 4.2.3. Expected Utility Theories with Emotional Components -- 4.3. The Individual Work Behavior -- 4.3.1. Decision Rules for Multiple Goals -- 4.3.2. The Structural Model of Individual Work Behavior -- 4.3.3. The VIE Model of Work Motivation -- 4.3.4. The Model of Achievement Motivation -- 4.4. Further Reading -- III.Organizations and the Role of Motivation. Contents note continued: 5. The Economic Analysis of the Motivation Problem -- 5.1. Efficient Organizations and the Motivation Problem -- 5.1.1. The Value Creation of a Firm -- 5.1.2. The Organization Problem -- 5.1.3. The Interdependencies between Motivation and Coordination -- 5.2. The Motivation Problem in the Individual Work Relationship -- 5.2.1. The Work Relation as Contractual Relationship -- 5.2.2. Characteristics of the Work Relationship -- 5.2.3. The Incompleteness of the Work Contract -- 5.2.4. Opportunistic Behavior and Striving for Self Interest -- 5.2.5. Motivation Problems in Work Relationships -- 5.3. Motivating Economic Activities -- 5.3.1. The Interdependencies between Intrinsic and Extrinsic Stimuli -- 5.3.2. The Consistency of the Incentive Structure -- 5.3.3. The Approach for an Economic Analysis of the Motivation Problem -- 5.3.4. Classification of Motivation Instruments -- 5.4. Two Case Studies -- 5.4.1. Henry Ford and the Five-Dollar Day Program. Contents note continued: 5.4.2. NUMMI and the Japanese-American Joint Venture -- 5.5. Further Reading -- 6. Managing the Work Behavior -- 6.1. The Work Relationship as a Nexus of Contracts -- 6.1.1. The Legal Work Contract as Relational Contract -- 6.1.2. The Managerial Authority and the Standardization of Contracts -- 6.1.3. The Implicit Work Contract as a Psychological Contract -- 6.1.4. Self-enforcing Contracts and Value Creation in a Work Relationship -- 6.1.5. The Social Contract as a Collective Contract -- 6.1.6. Social Comparisons and Fairness in the Work Context -- 6.2. The Work Relationship as a Long-Term Contractual Relationship -- 6.2.1. The Advantages and Disadvantages of a Long-Term Work Relationship -- 6.2.2. Trust as the Basis of Every Work Relationship -- 6.2.3. Mechanisms for Establishing Trust -- 6.3. Requirements for Leadership -- 6.3.1. Assuring Rationality -- 6.3.2. Assuring Cooperation -- 6.3.3. Individualized Leadership -- 6.3.4. Strategic Leadership -- 6.4. Further Reading.