1 / 19

Chapter 10

Chapter 10. Motivating Employees. Learning Objectives. Describe the theories on motivation. Explain how firms can enhance job satisfaction and therefore enhance motivation. Motivation and Performance. Efforts of employees to create and produce a quality product.

sayles
Télécharger la présentation

Chapter 10

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 10 Motivating Employees

  2. Learning Objectives • Describe the theories on motivation. • Explain how firms can enhance job satisfaction and therefore enhance motivation.

  3. Motivation and Performance Efforts of employees to create and produce a quality product Efforts of employees to sell the product Firm’s Revenue Firm's Value Firm's Earnings Efforts of employees to achieve efficient (low-cost) production and marketing Firm’s Expenses Efforts of employees to achieve low financing costs

  4. Major Theories on Motivation • Hawthorne Studies • Maslow’s Hierarchy of Needs • Herzberg’s Job Satisfaction Study • Theory X, Y, and Z • Expectancy Theory • Equity Theory • Reinforcement Theory

  5. Summary of Hawthorne Studies Condition Result Increased Lighting for Employees Higher Productivity Experiment Higher Productivity Reduced Lighting for Employees Any Adjustment in Conditions That Reflects Increased Attention Toward Employees Conclusion Higher Productivity

  6. Maslow’s Hierarchy of Needs Theory: People must fulfill lower needs in order to move onto higher needs.

  7. Policies Supervision Working Conditions Money Status Job Security Achievement Recognition Challenging Work Responsibility Opportunities for advancement Personal growth opportunities Herzberg Hygiene Factors (Environmental) Motivator Factors (The Job Itself) Hygiene Factors are considered preventive not motivational but may cause motivational concerns if not present.

  8. Summary of McGregor’s Theory X and Y Supervisors’ View of Employees Implications Theory Theory X Employees dislike work and job responsibilities and will avoid work if possible. Supervisors cannot delegate responsibilities. Supervisors should delegate responsibilities, which will satisfy and motivate employees. Employees are willing to work and prefer more responsibility. Theory Y

  9. Expectancy Theory Theory: An employee’s efforts are influenced by the expected outcome (reward) for those efforts. Two requirements: • Reward is desirable. • Chance of winning reward.

  10. Equity Theory Theory: Compensation should be equitable, or proportionate, to each employee’s contribution. Example: $100,000 bonus to be divided based on relative contribution to a project: Joe: $50,000 Mary: $30,000 Ron: $20,000 Ron 20% Mary 30% Joe 50%

  11. Reinforcement Theory Theory: Reinforcement can control behavior. • Positive reinforcement: provides rewards for high performance. • Examples: Bonus, promotion, oral compliment. • Negative reinforcement: motivates employees by encouraging them to behave in a manner that avoids unfavorable consequences. • Examples: Job termination, reprimand.

  12. Guidelines to Motivation Employee will: Employer should: • Compare compensation and contribution. • Not be satisfied with compensation alone. • Be motivated if they can gain a reward. • Ensure compensation is proportionate to contribution. • Ensure employees have other needs met: respect, self-esteem, etc. • Motivate using positive reinforcement.

  13. Key CharacteristicsAffecting Job Satisfaction • Money or compensation programs. • Security. • Work schedule. • Employee involvement programs.

  14. Three Compensation Programs • Merit system • Raise according to merit. • Across-the-board system • All employees get similar raise. • Incentive plans • Various forms of compensation based on specific performance.

  15. Characteristics of aCompensation Program • Align compensation plan with business goals. • Align compensation with specific employee goals. • Establish achievable goals for employees. • Allow employee input on compensation plan.

  16. Flexible Work Schedule(Flextime Programs) • Compressed work week • Compresses the work load into fewer days per week. • Main purpose is to allow employees to have three-day weekends. • Job sharing • Two or more people share a particular full-time (40 hour) work schedule. • This allows employees to work part-time. Many of these employees do not want to work full-time.

  17. Employee Involvement Programs • Job enlargement. • Job rotation. • Empowerment. • Teamwork. • Open-book management.

  18. Methods Used to Enhance Job Satisfaction Exhibit 10.9

  19. Methods Used to Enhance Job Satisfaction Exhibit 10.10

More Related