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Motivating and Rewarding Employees (The contemporary theories (Expectancy…
Motivating and Rewarding Employees
Motivation
Direction
Benefits
Persistence
Energy
Measure of intensity or drive
Early theories
McGregor's Theory X and Theory Y
Human nature
Theory Y
positive view
Theory X
Negative view
Herzberg's two-factor theory
Extrinsic factors
Job dissatisfaction
Intrinsic factors
Job satisfaction
Motivating Employee
Use motivators
Maslow's Hierarchy of needs theory
Use to motivate employees
To satisfy employees' needs
Once a need is substantially satisfied, it no longer motivates
Abraham Maslow
Socail
Safety
Esteem
Physiological
Self-actualization
Widely popular
McClelland's three-needs theory
Need for power (nPow)
Need for affiliation (nAff)
Desire for friendly and close interpersonal relationship
Need for achievement (nAch)
Current motivation issues managers face
Country culture
Cross-cultural
Unique group of workers
Professionals
Change to what they interest
Contingent workers
Diverse employees
Flexibility
The economy stinks
Not involve money or which are relatively inexpensive
EX: encouraging word
Design appropriate rewards programs
Employee recognition programs
Important
The most power workplace motivator
recognition
Pay-for-performance
Profit-sharing
Lump-sum bonuses
Open-book management programs
Use widely
To see the impact the decisions have on financial results
Employee rewards programs
Showing employees that company need them
Want to be here
The contemporary theories
Equity theory
Outcomes/inputs
Employee's assessment
Equity
Inequity (overrewarded)
Inequity (underrewarded)
Expectancy theory explain Motivation
Three variables
Instrumentality
performance-reward linkage
Valence
Attractiveness of reward
Expectancy
Effort-performance linkage
Individual effort
Expectancy
Individual performance
Instrumentality
Organization rewards
Valence
Individual goals
Job design influence motivation
Job characteristics model (JCM)
Five core job dimensions
Task significance
Skill variety
Autonomy
Feedback
Task identity
Having different suggested action
Integrating Contemporary motivation theories
Fit together
Traditional need theories
Expectancy theory
Goal-setting theory
Reinforcement theory
Achievement-need
Equity theory
JCM
Goal-Setting Theory
Impressive effect
Challenge
Feedback
Adequate self-efficavy
The higher
More confidence you have in your ability to tasks
National culture
Different culture has different adapt
Goal commitment
Self-set rather than assigned
Specificity
Setting a goal is better than just said "Do your best"