The Principle of Management文档.pptVIP

Autonomy: the degree to which the job provides freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. Feedback: the degree to which carrying out the work activities required by the job results in the individual’s obtaining direct and clear information about the effectiveness of his or her performance. Motivating Potential Score(MPS) ╳ autonomy ╳ feedback * Exhibit 9-7 the Job Characteristics Model Core job dimensions Critical Psychological states Personal and work outcomes High internal work motivation High-quality work performance High-satisfaction with the work Low absenteeism and turnover Skill variety Task identity Task significant Experienced Meaningfulness of the work Autonomy Experienced responsibility for outcomes of the work Feedback Knowledge of the actual results of the work activities Employee growth-need strength * Expectancy theory states that an individual tends to act in a certain way on the basis of the expectation that the act will be followed by a given outcome and the attractiveness of that outcome to the individual. * Exhibit 9-7 Simplified Expectancy Theory A B C =Effort-performance linkage =Performance-reward linkage =Attractive Individual effort Individual goals Individual performance Organizational reward A B C * Exhibit 9-8 Integrating Theories of Motivation Individual effort Task complexity Individual performance Organizational rewards Individual goals Objective performance evaluation system Reinforcement Dominant needs Equity Comparison High nAch Ability Performance Evaluation criteria Goals direct behavior * Contemporary Issues in Motivation What is the key to motivating a diverse workforce? Should employees be paid for performance or time on the job? How can managers motivate minimum-wage employees? What’s different in motivating professional and technical employees? How can flexible work options influence motivati