Please enable JavaScript.
Coggle requires JavaScript to display documents.
Chapter 11. Motivating and Rewarding Employees (core job dimensions (task…
Chapter 11.
Motivating and Rewarding Employees
motivation
direction
persistence
energy
four early theories of motivation (1950s & 1960s)
McGregor's Theory X and Theory Y
Herzberg's Two-Factor Theory
motivators (extremely satisfied)
work itself
responsibility
recognition
advancement
achievement
growth
hygiene factors (extremely dissatisfied)
company policy
relationship with supervisor
supervision
working conditions
salary
relationship with peers
personal life
relationship with employees
status
security
Maslow's Hierarchy of Needs Theory
social
belongingness
acceptance
affection
friendshp
safety
security and protection from harm
assurance that physical needs will continue to be met
esteem
internal
autonomy
achievement
self-respect
external
status
recognition
attention
physiological
food
drink
shelter
sex
sleep
other physical requirements
self-actualization
self-fulfillment
"be all you can be"
achieving potential
growth
McClelland's Three-Needs Theory
need for power (nPow)
need for affiliation (nAff)
need for achievement (nAch)
core job dimensions
task significance
autonomy
task identity
feedback
skill variety
goal-setting theory
job characteristics model (JCM)
equity theory
distributive justice
procedural justice
referent
expectancy theory
instrumentality or performance-reward linkage
valence or attractiveness of reward
expectancy or effort-performance linkage
motivational requirements
professionals
contingent workers
diverse employees