In this chapter we will discuss: What’s the motivation for studying motivation? What kinds of needs motivate employees? Is a good reward good enough? How do other factors affect motivation? What’s the best way to design jobs adapt people to work or work to people? | Chapter Twelve Motivating Employees: Achieving Superior Performance in the Workplace McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Major Questions You Should Be Able to Answer What’s the motivation for studying motivation? What kinds of needs motivate employees? Is a good reward good enough? How do other factors affect motivation? What’s the best way to design jobs—adapt people to work or work to people? Major Questions You Should Be Able to Answer What are the types of incentives I might use to influence behavior? How can I use compensation and other rewards to motivate people? Motivation: What It Is, Why It’s Important Motivation the psychological processes that arouse and direct goal-directed behavior Figure Maslow’s Hierarchy of Needs Figure Alderfer’s ERG Theory ERG theory assumes that three basic needs influence behavior-existence, relatedness, and growth ERG theory is consistent with the finding that individual and cultural differences influence our need states People are motivated by different needs at different times in their lives Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6- Three Kinds of Needs Existence needs desire for physiological and material well-being Relatedness needs desire to have meaningful relationships with people who are significant to us Growth needs desire to grow as human beings and to use our abilities to their fullest potential McClelland’s Acquired Needs Theory Acquired Needs Theory states that three needs—achievement, affiliation, and power—are major motives determining people’s behavior in the workplace The Three Needs Need for achievement desire to achieve excellence in challenging tasks Need for affiliation desire for friendly and warm relations with other people Need for power desire to be responsible for or control other people Herzberg’s Two-Factor Theory Figure Equity Theory Figure Expectancy Theory Expectancy belief that a particular level of effort will lead to a particular level of performance Instrumentality expectation that successful performance of the task will lead to the desired outcome Valence the value a worker assigns to an outcome Expectancy Theory: The Major Elements Figure Job Characteristics Model Figure Applying the Job Characteristics Model Diagnose the work environment to see whether a problem exist Determine whether job redesign is appropriate Consider how to redesign the job Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6- Four Types of Reinforcement Figure | Chapter Twelve Motivating Employees: Achieving Superior Performance in the Workplace McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Major Questions You Should Be Able to Answer What’s the motivation for studying motivation? What kinds of needs motivate employees? Is a good reward good enough? How do other factors affect motivation? What’s the best way to design jobs—adapt people to work or work to people? Major Questions You Should Be Able to Answer What are the types of incentives I might use to influence behavior? How can I use compensation and other rewards to motivate people? Motivation: What It Is, Why It’s Important Motivation the psychological processes that arouse and direct goal-directed behavior Figure Maslow’s Hierarchy of Needs Figure Alderfer’s ERG Theory ERG theory assumes that three basic needs influence behavior-existence, relatedness, and growth ERG theory is consistent with the .
