Ch 8 - Motivation and Compensation Management_Web

Ch 8 - Motivation and Compensation Management_Web -...

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Motivation and Compensation Management
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Motivation Theory Understanding motivational theory helps a manager to develop compensation , incentives, and benefits programs Programs need to motivate EE’s to perform Not all employees are motivated by $$$ - in fact many desire other motivating factors
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Two Principle Types Content Theory - Static, emphasis on what motivates Concern with individual needs and goals Herzberg, Maslow, Aldefer, McClelland Process Theory- Dynamic, emphasis on the process of motivation Concern with how motivation occurs Vroom, Adams, Locke, Skinner
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Content Theories Economic Man theory Maslow’s Hierarchy of Needs Alderfer’s ERG Theory Herzberg’s Two-Factor Theory McClelland’s N-Achievement Theory
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Economic Man Theory People work for paychecks Money is the ultimate work motivator Does not take into consideration other needs
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Maslow’s Hierarchy of Needs 5 basic needs that are prioritized forming a hierarchy and that all people experience at different times depending on individual priorities. An individual will be motivated to fulfill a higher-level need only when a lower-level need is satisfied or nearly satisfied.
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Alderfer’s ERG Theory Three types of basic needs arranged in order of priority: Existence - psychological and safety needs Relatedness - social and interpersonal relationshships Growth - creative or productive contributions, esteem and self-actualization
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Evolution of Theories
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Herzberg’s 2- Factor Theory 2 distinct types of needs: Hygiene/Maintenance Factors – DISSATISFIERS Extrinsic rewards: Financial, as well as non-financial, compensation granted to a worker by others (usually the employer). Motivators - SATISFIERS Intrinsic rewards: Self-initiated compensation. For example, pride in one’s work, a sense of professional accomplishment, or enjoying being part of a work team. Workforce motivation is NOT possible if hygiene factors are deficient Both types of factors are necessary to lead to satisfaction/ motivation
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Herzberg’s 2- Factor Theory
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McClelland’s N-Achievement Theory 3 types of needs: Need for Achievement (reaching goals/tasks, problem-solving) Need for Affiliation (good relations with others) Need for Power (desire to assume leadership) All employees have some combination of these needs and companies can predict employee performance by identifying each employee’s needs .
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High need for achievement - seek to excel and tend to avoid both low-risk and high-risk situations - challenging projects with reachable but challenging goals - frequent feedback - monetary rewards as feedback/ measure of success High need for affiliation - seek harmonious relationships with others and acceptance by other people - enjoy cooperative environment and belonging to something larger than themselves High need for power - opportunity to manage/influence others. - can be positive, when efforts are focused to further the goals of organization
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This note was uploaded on 03/30/2012 for the course HRAD 3783 taught by Professor Slevitch during the Spring '08 term at Oklahoma State.

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Ch 8 - Motivation and Compensation Management_Web -...

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