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Motivation (Contemporary Theories (Designing Motivating Jobs (Job…
Motivation
Early Theories
McGregor's Theory X and Theory Y
Theory X:negative view
Theory Y:positive view
Herzherg's Two-Factor Theory
Hygiene factors
Motivators
Maslow's Hierarchy of Needs Theory
Safety
Social
Physiological
Esteem
Self-actualization
Three-Needs Theory
Power
Affiliation
Achievement
Current Issue
Motivating Unique Groups of Workers
Deloitte
Gen Y
Designing Appropriate Rewards Programs
Open-book management
Employee recognition program
Pay-for-performance
Challenges
Motivational program can't use in every work
Cross-cultural difference
Contemporary Theories
Reinforcement
Ignores goals, expectations, and needs.
Managers using positive reinforces for actions help the organization achieve its goals.
Punishment may unpleasant side effects.
Designing Motivating Jobs
Job characteristics model
Skill variety
Task identity
Task significance
Autonomy
Feedback
Job Enlargement
Job Enrichment
Redesigning Job Design Approaches
Goal-setting
Specific goals increase performance.
Motivation is maximized by difficult goals.
Assumes an individual is committed to the goal.
Equity Theory
Compare getting and putting
Procedural justice
Distributive justice
Expectancy Theory
The act will be followed by a given outcome.
Instrumentality or performance-reward linkage
Expectancy or effort-performance linkage
Valence or attractiveness of reward
Define
:The process encouraging people to attaining a goal.