Chapter 16 - Steven P. Robbins Mary Coulter Chapter 16...

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1 Steven P. Robbins Mary Coulter Chapter 16 Motivating Employees
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2 L E A R N I N G O U T L I N E 1. Explain motivation as a need- satisfying process. 2. Discuss how Theory X and Theory Y managers approach motivation 3. Describe Herzberg’s motivation-hygiene theory and explain Herzberg’s views of satisfaction and dissatisfaction 4. Describe McClelland’s three needs 5. Explain how goal-setting and reinforcement theories explain employee motivation 1. Describe the job characteristics model as a way to design motivating jobs 2. Discuss the motivation implications of equity theory 3. Contrast distributive justice and procedural justice 4. Explain the three key linkages in expectancy theory and their role in motivation 5. Identify methods for building respect and trust with employees 6. Link motivational theories to management techniques, employee involvement programs, and benefit/pay plans
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3 Why Talk About Motivation? Think-Pair-Share: Why did you leave your last job? Why do you stay at your current one?
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4 What Is Motivation? Processes that account for your willingness to: exert high levels of effort to reach organizational goals conditioned by satisfaction of a need
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5 Early Theories of Motivation MacGregor’s Theories X and Y Herzberg’s Motivation-Hygiene Theory
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6 Theory X and Theory Y (Douglas McGregor)
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7 McGregor’s Conclusions Theory Y best captured true nature of workers Motivation is maximized by participative decision making, interesting jobs, and good group relations
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8 Two-Factor Theory (Frederick Herzberg) High High High High Job Dissatisfaction Job Dissatisfaction Job Satisfaction Job Satisfaction 0 Hygiene factors affect Hygiene factors affect job dissatisfaction job dissatisfaction Motivator factors affect Motivator factors affect job satisfaction job satisfaction Quality of supervision Quality of supervision Pay Pay Company policies Company policies Physical working conditions Physical working conditions Relations with others Relations with others Job security Job security Promotional opportunities Promotional opportunities Opportunities for personal Opportunities for personal growth growth Recognition Recognition Responsibility Responsibility Achievement Achievement EXTRINSIC INTRINSIC
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Two-Factor Theory (Frederick Herzberg) Eliminating dissatifiers May keep people from leaving, Will not motivate them to work hard To motivate people, Emphasize factors associated with the work itself or to outcomes directly derived from it
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Chapter 16 - Steven P. Robbins Mary Coulter Chapter 16...

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