大学人力资源管理教学课件Chapter6IndividualPerformanceandRetention概要.pptVIP

Individual Performanceand Retention After studying this chapter, you should be able to: Discuss how motivation is linked to individual performance. Identify the changing nature of the psychological contract. Describe several types of absenteeism and turnover. List the five major retention determinants and identify activities related to them. Outline the retention management process and how to measure and assess turnover. Key terms Motivation动机 Retention 保留（人力资源） Job Satisfaction 工作满意度 Organizational Commitment 组织认同（义务？） Turnover 离职(率) Perception 认知、感知 Individual Employee Performance Individual Performance Factors Individual ability to do the work Effort level expended Organizational support Performance (P) = Ability (A) x Effort (E) x Support (S) Components of Individual Performance Individual Motivation Motivation The desire within a person causing that person to act to reach a goal. Maslow’s Hierarchy of Needs Categories of needs that ascend in order; lower needs must be fulfilled before person will strive to meet higher needs. Physiological needs Safety and security needs Belonging and love needs Esteem needs Self-actualization needs Individual Motivation (cont’d) Herzberg’s Motivation/Hygiene Theory Motivators—account for job satisfaction and motivation Achievement ? Recognition ? Work itself Responsibility ? Advancement Hygiene factors—cause dissatisfaction with work Interpersonal relationships Company policy/administration Supervision ? Salary ? Working conditions Equity as a Motivator Equity The perceived fairness of what the person does compared to what the person receives. The perception of the fair value of rewards (outcomes) for efforts (inputs) that individuals make when comparing their results to others in the organization. Expectancy Theory Expectancy Individuals base decisions about their behaviors on their expectations that one or another behaviors is more likely to lead to needed or desired outcomes. Effort-to-Performance