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Unformatted text preview: Chapter 5: Motivating Employees | 139 Chapter 5 Motivating Employees CHAPTER OVERVIEW Chapter 5 focuses on work motivation. The question of exactly what it takes to motivate people to work has received a great deal of attention. In addressing this question, we focus on four different approaches: (1) meeting basic human needs, (2) designing jobs that motivate people, (3) enhancing the belief that desired rewards can be achieved, and (4) treating people equitably. Initially, the chapter develops information about the basic nature of motivation. Next it focuses on the motivational approach of meeting basic human needs by examining the needs hierarchy and achievement motivation models. The chapter then explores the approach of designing jobs that motivate people; this approach uses the lens of the motivatorhygiene theory. A third approach focusing on enhancing the belief that desired rewards can be achieved is examined from the viewpoint of the expectancy theory. Finally, the approach of treating people equitably is considered from the perspective of the equity theory. Additionally, organizational uses of each approach are discussed. LEARNING GOALS Upon completion of this chapter, the students should be able to: Explain the motivational process. Describe two basic human needs approaches to motivation. Explain how to design motivating jobs. Describe how goal and reward expectations motivate others. Explain how treating people fairly influences their motivation to work. CHAPTER OUTLINE I . Learning from Experience: Life inside Google II. The Basic Motivational Process A. Core Phases B. Motivational Challenges 140 | Chapter 5: Fundamentals of Motivation III. Motivating Employees through Satisfying Human Needs A. Needs Hierarchy Model B. Learned Needs Motivation Model C. Self Competency: John Schnatter of Papa Johns Pizza IV. Motivating Employees through Job Design A. Motivator-Hygiene Model B. Motivator Factors C. Hygiene Factors D. Job Characteristics Model E. Communication CompetencySun Microsystems iWork Program F. Cultural Influences V. Motivating Employees through Performance Expectations A. Expectancy Model B. Across Cultures CompetencyNIITs McProgrammers VI. Motivating Employees through Equity A. Equity Model: Balancing Inputs and Outcomes B. Ethics CompetencyEmployee Misuse of Holiday Promotional Coupons C. Procedural Justice: Making Decisions Fairly VII. Chapter Summary A. Key Terms and Concepts B. Discussion Questions VIII. Experiential Exercise and Case A. Experiential Exercise: Self CompetencyDesigning a Challenging Job B . Case: Across Cultures Competency Working in a Chinese Factory KEY TERMS AND CONCEPTS Forty-four key terms and concepts are developed in Chapter 5. The key terms and concepts, along with definitions or appropriate descriptions, are as follows: Ability: a persons natural talent, as well as learned competencies, for performing goal-related tasks....
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This note was uploaded on 03/07/2011 for the course MGMT 6131 taught by Professor Flynn during the Winter '10 term at GCSU.
- Winter '10