组织行为学——第6章 激励理论.pptVIP

The most commonly used and widely accepted theory of motivation is Victor Vroom’s Expectancy Theory. This theory argues that the strength of a tendency to act in a certain way is dependent on the strength of the expectation that they will receive a given outcome and that the outcome is desired. Employees are willing to work harder if they believe that their actions will get them an outcome they desire. For example, employees are willing to work long and hard hours if they know that they will be rewarded through promotion, recognition or pay in response to their hard work. * Unfortunately, in the area of motivation theory the vast majority of research has been done in the United Sates and is culturally bound. There does seem to be a universal acceptance that a desire for interesting work is common across the globe, but there is no research to support this. * There are number of theories that can increase our understanding as managers about motivation in the workplace. It is important to utilize these theories when designing workplace programs and procedures. * Keep in mind that it is important to keep goals specific and difficult enough to be motivating. As employees increase their self-confidence in their own abilities their motivation will increase. In order to increase perceptions of justice it is important to share information about how resources are allocated. * Herzberg’s Two-Factor theory is another one of the earlier developed theories. This theory sets forth that satisfaction and dissatisfaction are not the opposites, but two separate ideas. There are a set of factors that when present will help to avoid dissatisfaction in workers. This group is called the hygiene factors and includes such things as salary, working conditions and company policies. There is another set of factors that when present will help to cause satisfaction in workers. This group is called motivators and includes things such as growth, responsibility and achievement. Th