1 / 20

Motivating and Rewarding Employees

Motivating and Rewarding Employees. FOM9-1. Learning Outcomes. Describe the motivation process Define needs Explain the hierarchy of needs theory Differentiate Theory X from Theory Y Explain the motivational implications of the motivation-hygiene theory

dolan
Download Presentation

Motivating and Rewarding Employees

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. Motivating and Rewarding Employees FOM9-1

  2. Learning Outcomes • Describe the motivation process • Define needs • Explain the hierarchy of needs theory • Differentiate Theory X from Theory Y • Explain the motivational implications of the motivation-hygiene theory • Describe the motivational implications of equity theory FOM9-2

  3. Learning Outcomes(continued) • Describe how managers can design individual jobs to maximize employee performance • Describe the effect of workforce diversity on motivational practices FOM9-3

  4. Motivation • Willingness • High level of effort • Satisfaction of individual need FOM9-4

  5. The Motivation Process Unsatisfied Need Search Behaviour Tension Reduction of Tension Satisfied Need Drives FOM9-5

  6. Maslow’s Hierarchy of Needs Self Esteem Social Safety Physiological FOM9-6

  7. Little Ambition Theory X Employees Dislike Work Avoid Responsibility Self-Directed Theory Y Employees Enjoy Work Accept Responsibility FOM9-7

  8. Herzberg’s Motivation-Hygiene Theory Hygiene Factors Motivators • Quality of supervision • Salary and benefits • Company policies • Working conditions • Relations with others • Security and status • Career advancement • Recognition • Work itself • Responsibility • Advancement • Growth High Job Dissatisfaction 0 Job Satisfaction High FOM9-8

  9. The Three- Needs Theory Achievement (aAch) Affiliation (nAff) Power (nPow) FOM9-9

  10. The Job Characteristics Model Skill Variety Task Identity Task Significance Autonomy Feedback FOM9-12

  11. Guidelines for Job Redesign Combine Tasks Create Natural Work Units Establish Client Relationships Expand Jobs Vertically Open Feedback Channels FOM9-15

  12. Integrating Contemporary Theories of Motivation High nAch Ability Equity Comparison Task Complexity Task Complexity Performance Evaluation Criteria Individual Effort Individual Performance Organization Rewards Individual Goals Reinforcement Performance Criteria Dominant Needs Goals Direct Behaviour FOM9-17

  13. Motivating a Diverse Workforce • Flexibility • Recognize differences • Accommodate FOM9-18

  14. Pay-for-Performance • Piece rate • Gainsharing • Wage-incentive • Profit-sharing • Bonuses FOM9-19

  15. Competency-Based Compensation • Skills • Knowledge • Abilities • Behaviour FOM9-20

  16. Motivating Minimum-Wage Employees • Employee recognition • Praise • Empowerment FOM9-21

  17. Motivating Professional and Technical Employees • New assignments • Challenges • Autonomy • Training and educational opportunities • Recognition • Simplify non-work life FOM9-22

  18. Flexible Work Options • Compressed work week • Flex-time • Job sharing • Telecommuting FOM9-23

  19. Additional Suggestions for Motivating Employees • Recognize individuals • Match people to jobs • Use goals • Make goals attainable FOM9-24

  20. Further Suggestions for Motivating Employees • Individualize rewards • Link rewards to performance • Check the system for equity • Don’t ignore money FOM9-25

More Related