激励与沟通技巧汇总(ppt 61个)28.ppt

RewardsandMotivation Motivation anaggingconcern Whatistheproblem Effort performance retention loyalty membership commitment trust empowerment participation workdesignExtrinsicandintrinsicrewardsExpectancyandEquityRhetoricversusrealityHowIconstruemy yourmotivation needs drivesHowto motivatepeopletogivetheirall WouldIreallyworkforyouwithoutreward FundamentaltoemployeecontractTraditionaleconomicexchangemodel Pay effortdeterminism Rateforthejob Occupationalnorms expectationsandchoicesExpediency suitableformylifepackageatthemoment Etzioni organisationalmembershipCoercive Remunerative NormativeAlienated Instrumental Moralinvolvement Theperson as economistexpects ROI time effort commitment What sinitforme calculationConscious subconscious selfimageandcomparisons Fairness equitablesocial economic exchange interpretrewards pay offsofothersjudgewhatisfair unfairsatisfactionifeachpartyachievesabalance relativeequality Psychologicalextensiontoneutral economicmodelConstruingthevalue importanceofinput outputSocial psychological individual groupValidationofpersonalperceptionsandcomparisonsClear distortedinternal external DesignFeaturesofRewardSystems MonetaryTime based notdirectlyrelatedtoperformance Performance linkedOutput PRP meritpay commission skill basedcollective outputschemesCorporateperformance relatedbonuses profitsharingMonetary equivalentCar phone holidays loans accommodation fees vouchersDeferred promotion pension Non monetary intrinsicbenefits safety status recognition plaques contributionandempowermentNegativespressure penalties harassment side lining dismissal Paybytimeschemes Components simpletoadministerDefinedtime F T P T mixed time casualNoattendance nopay Hourly weekly monthlyPremiums 1 5T 2T nightsFlexi timeschemes Doorknobsyndrome Jobgrading evaluation evaluatethejobnotthepersondoingitControlmechanisms tools clocks supervision timesheets PerformanceassumptionsTrust competence diligence fidelity care good will cooperationWorkforErinErtime versus inyourtime Supervisionandmonitoring Whenthecatsaway Isactualpresencenecessary Off siteworking Lifeincrements pay careerprogression security PRP meritpay skill basedschemes Requirestargeting information measurementManagerappraisalandjudgementProblemsof bigscheme rulesandcontrolsPaylinkedtoIndividualmerit behaviours traits competencies flexibility cooperation punctuality effort skills abilities concreteindividualorgrouptargetsStaffappraisalcriteriaandrating Performance RelatedPay PRP extensivebutpartialandsectorallittleresearchdataoneffectivenesspaylinkedtospecificaspectofperformanceIntensityofMbOapproachProblemofdefiningthegroup outputsWhatifkeyresultsnotachieved Howiscontrolandconsistencyachieved Fairness validationof themanager sjudgment Additiontosalary meritpayorbonus forthisappraisalround Theapparentexaggerationof Fatcatbonuses the globallabourmarketforstars formulae Emotional socialdynamics expectations ImportantforemployeebeliefandcommitmentImpactofrules ofthe scheme formalcontract onindividualsensitivity psychologicalcontract personalexpectations formal informalexchangeEr Eemymanagerasemployer byproxy asapersonIlike dislike respect HowI see whatothersaregetting internallyandexternally Pay offsintheEmployer EmployeeRelationship afterMumford1972 TaskstructureWorkwithinfirm spolicy procedure technicalconstraints Jobroles workarrangements relationshipsKnowledge skillEmployerwantsknow how competence experience Employeewantstobeputtogooduse bedevelopedPsychologicalManagement co workerswantcommitted loyal motivatedstaff IndividualwantssatisfactionEfficiency rewardsEmployerwantsperformance outputtoaqualitystandard Employeewantsequitable felt fairrewards opportunityEthicalValues ambiguities inconsistenciesinright wrongbehaviour Organisational Culture Problems Consciouscalculation instrumentality Take itorleaveit 9 5 sub optimisationTangibleovernon tangiblerewardsOrganisationalrationalisationofeffort rewardrelationshipStructuralinflexibilityofrewardpackagesConstructingandcontrollingtheperformancereviewandPRPsystemGenuineinvolvement participationDelegation relianceandconfidence Howhaswork motivationtheorydealtwiththis HomoeconomicusContenttheories needsandfactors Maslow Alderfer McClelland NeedsandsatisfactionsHerzberg hygieneandmotivators jobredesignProcesstheoriesMcGregor Likertetal onbeingmanagedAdams EquitytheoryVroom Lawler ExpectancytheoryHackman Oldham jobcharacteristicsLocke GoalsettingReinforcementtheory operantconditioning Positive continuous fixedandvariableintervals ratios Avoidancelearningandpunishment AbrahamMaslow NeedSatisfaction Needs Behaviour Action Goals achieve drive satisfy teleologygoal orientation Maslow sNeed SatisfactionModel Contenttheory theneedsthatmotivatesimpledescription partialaccount notquantifiablechronicdeficiencydrives motivates behaviourgratifiedneeds equilibriumsnakesandladdersorlowerneedsmediatedbyhigherorderconsciousness nb AlderferERGtheory existence relatedness growth cognitiveanddevelopmental moreefficientperceptionofreality comfortablewithitacceptanceofself others socialinterestproblem orientation spontaneityandcreativitydetachment valueprivacyautonomy independenceofculture environment resistancetoenculturationcontinuedfreshnessofappreciationmysticexperienceoroceanicfeelinginterpersonalrelations democraticbehavioursenseofhumour Thisidealised self actualisedperson Self actualised Human likeeveryoneelse displaysfrailty failings ups downs emotional criticalattitudestowardsothersurgetodecideforthemselvesmaysay NO beunpredictable owndestiny wantsreasonswithoutalwayswishingtoconform acceptsneedforconformitymostofthetimetoservetheirinterestsavoidsbeingselfish ego centred denyingspacetoothers wholeness unity tendencytooneness interconnectedness perfection just right ness suitability completion fulfilment finis telos justice fair orderly ought to be ness alive process self regulation full functioning richness differentiation complexity intricacy simplicity honesty openness essentials beauty rightness form wholeness perfection honesty goodness rightness ought ness benevolence uniqueness individuality effortlessness ease at one nessgraceful playfulness joy humour exuberance truth honesty reality open clean unadulterated essential self sufficiency autonomous self determining transcendence Muchtoliveupto Maslowon B eingvalues qualitiesof ethical virtuousperson TowardaPsychologyofBeing 1968 Expectancytheory theprocessofmotivation Motivatedtoperformbecauseofexpectationsrelatingtoperceivedpayoffsfromtheperformance Desirabilityofpayoffs valence perceptionofexpectancy forceofexpression intrinsictotheperson Personalviewofwhatischallengingorinteresting importanttoself valuationofextrinsicpayoffs pay materialrewards assoc withVroom Lawler Porter ExpectancyTheory Vroometal valence Arobustexplanatory predictivemodel Howtheindividualconstruesitall Equity consistency animpossibleideal Felt fairness howIamtreatedinrelationtoothersEquitybalancesheet thelaststraw Whatyougainontheswings Trust good will Nomore that sitforme Internal externalcomparisons groups individuals Feelings perceptions notsynonymouswithequalityProposition bettermotivatediftreatedequitably consistentlydistributiveequityhowIperceiveIamtreated rewardedincomparisontoothersproceduralequit