Author: mfadmin

Summary of motivation theories,”- Goal setting theory, the individual goals to individual efforts arrow means that goals direct behaviour- Expectancy theory, individual performance is determined by individual effort, ability to perform, job design and adequate evaluation systems. The final link is that the rewards-goal relationship.- Traditional need theories, motivation would be high if the rewards satisfy the dominant needs consistent with the individual’s goals.- Achievement-need theory, the high achiever is internally driven by individual goals.- Reinforcement theory, rewards encourage performance.- Equity theory, individuals will compare rewards on fairness and equality.- JCM, the five dimensions of job design will lead to higher effort and performance. Furthermore, they also increase an employee’s control over key elements in his/her work

Management

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Motivation in though economic circumstances,”It is difficult to keep employees motivated under circumstances of layoffs, thigh budgets, benefit cuts etc. Managers came to realize they had to motivate in ways that didn’t involve money. Actions as open communication, asking their input and creating a community gave employees the feeling that management cared

Management

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Motivation unique groups of workers,”All employees have different needs, personalities, skills, abilities, interests and aptitudes. The unique groups are:- A diverse workforce: managers need to think in terms of flexibility. A diverse array of rewards is needed to motivate employees with such diverse needs. Many organizations have a work/life balance program and flexible work arrangements (ex. Telecommuting). However, both positive and negative relationships have been found.- Professionals: professionals differ from non-professionals since they have a strong and long-term commitment in their field. Job challenges and value support here are more important than money and promotion. – Contingent workers: (temp. workers) they often have low security and do not identify with the organization. Motivators can be the need for a fixed job

Management

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Designing appropriate rewards systems (3),”- Open-book management: a motivational approach in which an organization’s financial statements are shared with all employees. The goal is to let employees think like owners and see the financial impact of their decisions. They will see the link between their efforts, level of performance and operational skills.- Employee recognition programs: programs that consist of personal attention and expressions of interest, approval, and appreciation for a job well done. These programs can be both formal and informal, and recognition can come not only from managers, but also from other employees. Consistent with the reinforcement theory, rewarding a behaviour with recognition immediately following that behaviour is likely to encourage its repetition. – Pay-for-performance: variable compensation plans that pay employees on the basis of some performance measure. This is most compatible with expectancy theory, individuals perceive a strong relationship between performance and rewards for motivation to be maximized. It forces the employees’ attention and effort towards measure, which reinforces the continuation of that effort. However

Management

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