Chapter 13 - Motivating and rewarding employee performance. In this chapter, students will be able to understand: Diagram and summarize the MARS model, describe four-drive theory and explain how these drives influence motivation and behavior, describe the characteristics of effective goal setting and feedback, diagram the expectancy theory model and discuss its practical implications for motivating employees,. | Chapter 13 Motivating and Rewarding Employee Performance McGraw-Hill/Irwin Principles of Management © 2008 The McGraw-Hill Companies, Inc., All Rights Reserved. Learning Objectives Diagram and summarize the MARS model. Describe four-drive theory and explain how these drives influence motivation and behavior. Describe the characteristics of effective goal setting and feedback. Diagram the expectancy theory model and discuss its practical implications for motivating employees. Discuss the advantages and disadvantages of the four reward objectives. Discuss ways to measure employee performance more accurately. Summarize the equity theory model, including how people try to reduce feelings of inequity. Diagram the job characteristics model of job design. Define empowerment and identify strategies to support empowerment. Employee Engagement Employees emotional and rational motivation Their perceived ability to perform the job Their clear understanding of the organization’s vision Their . | Chapter 13 Motivating and Rewarding Employee Performance McGraw-Hill/Irwin Principles of Management © 2008 The McGraw-Hill Companies, Inc., All Rights Reserved. Learning Objectives Diagram and summarize the MARS model. Describe four-drive theory and explain how these drives influence motivation and behavior. Describe the characteristics of effective goal setting and feedback. Diagram the expectancy theory model and discuss its practical implications for motivating employees. Discuss the advantages and disadvantages of the four reward objectives. Discuss ways to measure employee performance more accurately. Summarize the equity theory model, including how people try to reduce feelings of inequity. Diagram the job characteristics model of job design. Define empowerment and identify strategies to support empowerment. Employee Engagement Employees emotional and rational motivation Their perceived ability to perform the job Their clear understanding of the organization’s vision Their belief that they have been given the resources to get the job done It encompasses the four main factors that contribute to employee performance See Learning Objective 1: Diagram and summarize the MARS model. See text page: 316 Motivation: True or False? I can motivate people Fear is a damn good motivator I know what motivates me, so I know what motivates my employees Increased job satisfaction means increased job performance Source: See Learning Objective 1: Diagram and summarize the MARS model. Motivation Myths This slide presents some common myths of motivation. Ask the students – True or False on each: People have to motivate themselves. Fear is a good motivator in a very short term but long term, it doesn’t work. Different things motivate different people. Research shows that increased job satisfaction doesn’t necessarily increase performance. Source: MARS Model Ability Employee behavior and results Motivation (effort) *Direction *Intensity .
