管理学,罗宾斯,9版,教师手册robbins11.docVIP

CHAPTER 11 MOTIVATING AND REWARDING EMPLOYEES LEARNING OUTCOMES After reading this chapter, students should be able to: Define and explain motivation. Compare and contrast early theories of motivation. Compare and contrast contemporary theories of motivation. Discuss current issues in motivating employees. Management Myth Myth: Motivation is all about “show me the money.” Truth: There are many options available to managers, aside from money, for improving employee motivation. The secret to being effective is understanding individual’s unique needs. Teaching Tips: When students hear that companies like Google give such great benefits, they immediately think, ‘I’d like to work there!’ To get students thinking about how motivation works, ask the following questions: Ask students to identify what motivates them. Is it money? Is it time off? Do you think that motivation theories and practices that motivate individuals at a U.S. based company would be effective in explaining and generating motivation in other countries? If so, which countries? If not, why? (Most motivation theories are US based and are culture bound) WHAT IS MOTIVATION Definition Many incorrectly view motivation as a personal trait. Motivation is the result of the interaction between the individual and the situation. Individuals differ in motivational drive. An individual’s motivation varies from situation to situation. Motivation refers to the process by which a person’s efforts are energized, directed, and sustained toward attaining a goal. Function of three key elements: energy, direction and persistence. The energy element is a measure of intensity. When someone is motivated, he or she puts forth effort and tries hard. Quality and intensity must be measured. The effort must be channeled in a direction that benefits the organization. Effort directed toward, and consistent with, the organization’s goals. Persistence is the 3rd key element. We want employees to persist in putting forth e