introduction to management―ch11

MotivatingEmployeesChapter11ObjectivesTheoriesonmotivationHowfirmscanenhancejobsatisfactionandtherebyenhancemotivationTheoriesonmotivationHawthornestudiesMaslow’sHierarchyofNeedsHerzberg’sStudyMcGregor’sTheoryX&YTheoryZExpectancyTheoryEquityTheoryReinforcementTheoryHawthornestudiesAllowtoparticipateNeedformoreattentionMaslow’sHierarchyofNeedsFivegeneralcategoriesOnceagivencategoryofneedsisachieved,peoplebecomemotivatedtoreachthenextcategory.Herzberg’sStudyHygienefactors(workingconditions,salary,jobsecurity,status)Motivationfactors(achievement,responsibility,recognition,advancement,growth)McGregor’stheoryTheoryX-NotdelegateresponsibilitiesTheoryY-DelegateresponsibilitiesandsatisfyandmotivateemployeesTheoryZ-ParticipateindecisionmakingExpectancyTheoryEmployee’seffortsinfluencebyexpectedoutcomeRewarddesirabletoemployeesEmployeeshaveachancetoearntherewardEquityTheory公平理论CompensationbeequitableTomeasureemployeecontributionsfairlyandcompensateaccordingly,employeeswillbebettersatisfiedandmoremotivatedReinforcementTheory强化理论PositivereinforcementTomotivateemployeesbyprovidingrewardsforhighperformanceNegativereinforcementTomotivateemployeesbyencouragingthemtobehaveinamannerthatavoidunfavorableconsequencesMotivationalguidelinesofferedbytheoriesCompensateemployeesfortheircontributionequallyHighcompensationfailstosatisfyemployees’otherneedsDesirablerewardcouldmotivateemployesEnhancejobsatisfactionandmotivationAdequatecompensationprogramMeritsystemAcross-the-boardsystemIncentiveplansJobsecurityFlexibleworkscheduleEmployeeinvolvementprogramsAdequatecompensationprogramAdequatecompensationwillnotnecessarilymotivateemployeestomaketheirbesteffort.FirmsmayattempttoensureEmployeeswiththehighestperformanceeachyearreceivethehighestpercentageraises.MeritsystemToallocateraiseaccordingtoperformanceAcross-the–boardsystemAllemployeesareallocatedasimilarraiseIncentiveplansToprovideemployeeswithvariousformsofcompensationiftheymeetspecificperformancegoalsDevelopapropercompensationplanAlignwithbusinessgoalsCompensationformulasforemployeesshouldbesetonlyafterthegoalsofthegoalsofthebusinessareestablished.AlignwithspecificemployeegoalsEstablishachievablegoalsforemployeesAllowemployeeinputoncompensationplanThecompensationplanshouldbedevelopedonlyafterreceivinginputfromemployeesonhowtheyshouldberewarded.JobsecurityLesslikelytobedistracted分心atworkbecauseofconcernaboutfindingamoresecurejobBytrainingemployeesFlexibleworkscheduleFlextimeprogramsProgramsthatallowforamoreflexibleworkscheduleCompressedworkweekTocompressed压缩theworkloadintofewerdaysperweekJobsharingTwoormorepersonsmayshareaparticularworkscheduleEmployeeinvolvementprogramsJobenlargementAprogramtoexpandthejobsassignedtoemployeesJobrotation轮换AprogramthatallowsasetofemployeestoperiodicallyrotatetheirjobassignmentsEmpowerment&ParticipativemanagementDefinitionanddifferenceManagementbyobjectivesTeamworkAgroupofemployeeswithvariedjobpositionsisgiventheresponsibilitytoachieveaspecificgoalOpen-bookmanagementToeducateemployeeontheircontributiontothefirmandenablethemtoperiodicallyassesstheirownperformancelevelsOpen-bookmanagementKeyperformancemeasurementEmpowermentCompensationalignedwithemployeescontributiontothebusiness’soverallperformance.PresentationBusinessdilemma:CollegeHealthClubSameclub-differentdilemma-differentsolutions-differentissuesfordiscussionPresentationskillsEffectiveness:eyecontract;voiceprojection;accent/pronunciation;clarityofobjectivesandstructure;accuracyandeffectiveuseofslidesProfessionalimpact:effectivemanagementandownershipofpresentationenvironment;time-keeping;useofnotes;managementofgroupdynamicsLanguage:linkinglanguage;grammaticalstructure