11 chapter motivating and rewarding employees copyright ©2013 pearson education, inc. publishing as...
TRANSCRIPT
11Chapter
Motivatingand RewardingEmployees
Copyright ©2013 Pearson Education, Inc. publishing as Prentice Hall 11-1
Learning Outcomes
After studying this chapter, you will be able to:
• Define and explain motivation.• Compare and contrast early theories of
motivation.• Compare and contrast contemporary theories
of motivation.• Discuss current issues in motivating
employees.
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What Is Motivation?
Key elements of motivation:•Energy as a measure of intensity or drive•Directed effort toward organization goals•Persistence in effort to achieve those goals
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Early Theories of Motivation: Maslow’s Hierarchy of Needs
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Maslow’s Hierarchy of Needs (cont.)
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McGregor’s Theory X and Theory Y
• Theory X – Assumes workers have little ambition, dislike work, avoid responsibility, and need to be closely controlled.
• Theory Y – Assumes employees enjoy work, seek and accept responsibility, and exercise self-direction.
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Herzberg’s Two-Factor Theory
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Herzberg’s Two-Factor Theory (cont.)
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McClelland’s Three-Needs Theory
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Contemporary Theories: Goal-Setting Theory
1. Working toward a goal is major job motivator.
2. Specific and challenging goals are superior motivators.
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Influences on Job Performance
Key influences on job performance:•Feedback•Goal commitment•Adequate self-efficacy•National culture
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Job Design and Motivation
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Job Design and Motivation (cont.)
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Guidelines for Job Redesign
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Equity Theory
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Expectancy Theory
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Integrating Motivation Theories
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Integrating Motivation Theories (cont.)
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Current Issues
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Country Culture and Motivation
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Country Culture and Motivation (cont.)
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Motivating Unique Groups of Workers
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Motivating Unique Groups of Workers (cont.)
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Designing Appropriate Rewards Programs
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Pay-for-Performance
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Low-Cost Rewards Programs
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