国际商务英语week 8 Motivation Satisfaction.pptVIP

Key Topics Psychological contracts in the workplace Job satisfaction and employee morale Theories of employee motivation Job satisfaction and employee motivation Managerial styles of leadership Psychological ContractA Set of Employment Expectations Contributions: What does each employee expect to contribute to the organization? Inducements: (诱导) What will the organization provide to each employee in return? Satisfied Employees Are More Productive and More Committed Job Satisfaction: Degree of enjoyment employees derive from doing their jobs High Morale: An overall positive employee attitude toward the workplace Low Turnover: A low percentage of employees leave each year Raising Morale Is a High Priority When Unemployment Is Low Fortune Magazine’s 100 Best Companies to Work For Edward Jones #1 Cisco Systems #15 Microsoft #28 Patagonia #41 Starbucks #58 Wal-Mart #94 Highly Motivated Employees AreCritical to Business Success The Human Resources ModelTheory X and Theory Y Theory X People are lazy. People lack ambition and dislike responsibility. People are self-centered. People resist change. People are gullible and not very bright. Theory Y People are energetic. People are ambitious and seek responsibility. People can be selfless. People want to contribute to business growth and change. People are intelligent. Maslow’s Hierarchy of Needs Two Factor Theory Expectancy Theory Equity Theory Employees evaluate their treatment relative to the treatment of others Inputs: Employee contributions to their jobs Outputs: What employees receive in return The perceived ratio of contribution to return determines perceived equity Strategies for Enhancing Job Satisfaction and Morale Reinforcement/behavior modification Management by objectives Participative management and empowerment Job enrichment and job redesign Modified work schedules Reinforcement /Behavior Modification Theory Management by ObjectivesCollaborative Goal-setting Participative Management and Empowerme