This model states that core job dimensions are more rewarding when individuals experience three psychological states in response to job design. These needs can be met in an organizational setting by providing opportunities to grow, encouraging creativity, and providing training for challenging assignments and advancement. The ERG model suggests that individuals may move down as well as up the hierarchy depending on their ability to satisfy needs. The newest trend in motivation is empowerment, the delegation of power and authority to subordinates in an organization.
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In an organizational workplace, safety needs are for safe jobs, fringe benefits, and job security. Job enlargement combines a series of tasks into one new, broader job.
The ratio may be compared with another person in the work group or to a perceived group average. Companies use training programs to help employees acquire the knowledge and skills they need to contribute to organizational performance. Goal specificity—the degree to which goals are concrete ad unambiguous.
In the organizational setting, these needs include adequate heat, air, and base salary to ensure survival. Goals energize behavior because people feel compelled to develop plans and strategies to accomplish the objectives. To the extent behavior is successful, the person is rewarded in the sense that the need is pot.
Chapter 16 Motivating Employees.
Motivation generally is defined as the arousal, direction, and persistence of behavior. Punishment is the application of unpleasant consequences following undesirable behavior. When hygiene factors are poor, work is dissatisfying. About project SlidePlayer Terms of Service. These are the needs for a safe and secure physical and emotional environment and free from threats of violence. The programs can be effective if they are used appropriately and combined with motivational ideas that also provide intrinsic rewards and meet higher level needs.
Chapter 16 Motivating Employees. - ppt download
Vicarious learning, or observational learning, occurs when an individual sees others perform certain behaviors and get rewarded for them. People evaluate equity by a ratio of inputs to outcomes. Avoidance learning is the removal of an unpleasant consequence following a desired behavior, sometimes called negative reinforcement. Goal specificity Goal difficulty Goal acceptance Feedback Goal Setting Goal-setting theory proposes that specific, challenging goals increase motivation and performance when the goals are accepted by subordinates who receive feedback to indicate progress toward goal achievement.
He suggested that the work characteristics associated with dissatisfaction were different from those pertaining to satisfaction. Job Enrichment Job rotation systematically moves employees from one job to another, increasing the number of different tasks an employee performs. Describe how the reinforcement perspective can be used to motivate employees. Richard Hackman and G.
Instead, employees are neutral toward work. Job rotation systematically moves employees from one job to another, thereby increasing the number of different tasks an employee performs without increasing the complexity of any one job.
The study of motivation concerns is what motivaion people to initiate action, what influences their choice of action, and why they persist in doing it over time. Another way to meet higher-level motivational needs and help people get intrinsic rewards is to instill a sense of importance and meaningfulness. McClelland developed the acquired needs theory, which proposes that needs are acquired.
Describe the reinforcement perspective. Needs motivate specific behavior designed to fulfill those needs. Managers have to find the right combination of motivational techniques and rewards to ,otivation workers satisfied and productive in a variety of organizational situations. Two recent motivational trends are empowering employees and framing work to have greater meaning. Employees know how they are performing and can change work performance to increase desired outcomes.
People know what to work toward, so they can direct their efforts toward the most important activities to accomplish the goals.