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Topic 7 Motivating Employee - Coggle Diagram
Topic 7 Motivating Employee
Traditonal Motivation Theories
Maslow's Hierarchy Needs Theory
physiological
safety
social
esteem
self-actualization
Theory X & Y
X: assumption of employee dislike work and must coerced to perform
Y: assumption of employee are creative and can exercise self-direction
Two-Factor Theory
Hygiene: extrinsic factor associated with job dissatisfaction
Motivation: intrinsic factors related to job satisfaction
Three-Needs Theory
Need for achievement
Need for Power
Need for Affiliation
Modern Motivation Theories
Goal Setting Theory: proposition specific goals to increase performance.
Reinforcement Theory: the consequences immediately following a behavior
Equity Theory: employee compares his or her job’s input-outcomes ratio with that of relevant others
Distributive justice: fairness of the amount and allocation of rewards
Procedural justice: fairness of the process used to determine the distribution of rewards
Designing Motivating Jobs
Job enrichment: expansion of job by adding plan and evaluate responsibilities
job depth: control employees have over their work
Job Characteristic Model: analyse and design job base on dimensions.
skill variety
task identity
task significance
autonomy
feedback
Job Design Approaches
Relational Perspective: focuses on how people’s tasks and jobs are increasingly based on social relationships
Proactive perspective: employees take the initiative to change how their work is performed
High involvement: elicit greater input or involvement from workers
Expectancy Theory: individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome
Cross cultural challenges
Diverse employees
Professionals
Contingent workers
Flexibility Arrangement
Compressed workweeks
Flextime
Job sharing
Telecommuting
Designing Reward Programs
Open-book management
Employee recognition programs
pay-for-performance programs
