m4l3 (1) - Module 4: Management of Organizations Professor...

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Module 4: Management of Organizations Professor Cristina Banks banks@haas.berkeley.edu Office Hours: Mondays 2-4 @ F526
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Motivating People Definition of work motivation. The importance of job satisfaction and morale. The relationship between job satisfaction and work performance. Different ways of motivating people. Which theory to use?
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What leads to high performance? Performance = f (Ability X Motivation) Ability = Skills and Training Motivation = Incentives, Rewards, Intrinsic Motivators
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High Performance Both Ability and Motivation must be high in order to get high performance from employees.
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The Importance of Job Satisfaction and Morale Job satisfaction : the degree of enjoyment derived from enjoying the job. Morale : the overall attitude toward work. High job satisfaction and high morale lead to employee retention and commitment. Job dissatisfaction and low morale leads to low performance, absenteeism and turnover. Higher satisfaction does NOT lead to higher performance.
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Work Motivation The set of forces that cause people to want to increase their performance. Rewards Attention Need Satisfaction Intrinsic Motivation
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Rewards Classical Theory : Employees will work for money; if they can get more money by producing more, they will produce more. Scientific Management made production easier by simplifying jobs. I tell you that you will earn $1 for every 20 jumps without stopping. This demonstrates paying by the "piece" or "piecerates."
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Theory X: Employees will work to receive rewards and to avoid punishments. Job behavior must be closely supervised and managed. I tell you that you will earn $1 for every 20 jumps without stopping. However, if you stop before 20, you forfeit $1 from what you have already earned. I watch you closely and give you lots of instruction and criticism. Rewards
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m4l3 (1) - Module 4: Management of Organizations Professor...

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