翻译Topic6激励员工学习.pptVIP

Prentice Hall, 2001 Chapter 10 激励和奖励员工 章节位置 Chapter Guide 动机概述 动机理论 早期理论 : 马斯洛（Maslow）的需要层次论; 麦格雷戈（McGregor）的X理论和Y理论; 赫茨伯格（Hertzberg）的双因素理论 当代理论: 麦克里兰（McClelland）的三种需要论; 亚当斯（Adams）公平理论; 工作特性模型; 弗罗姆（Vroom）期望理论 态度和工作绩效 进一步讨论的问题 多元化的员工队伍; 绩效工资或按时间支付; 最低工资的工人; 专业员工; 技术工人; 灵活的工作选择 动机和需要 自我 实现的需要 尊重需要 社交需要 安全需要 生理需要 赫茨伯格的双因素理论 公平理论论点 工作特征高低的例子 工作特征模型 分数的激励潜力 管理上的工作态度 激励最低工资员工 钱很重要, 但不是人们追求的唯一报酬 其他奖励可以帮助激励 认可 赞美 赋权 章节小结 激励过程 需要的含义 需要层次理论 X理论 vs. Y理论 激励-保健 理论 （双因素理论） 章节小结 公平理论 期望理论 工作设计，以最大限度的提高绩效 员工的多样性和动机 An unsatisfied need creates tension; this tension drives a person to satisfy the need. A motivated employee works intensely and persistently. However, effort and persistence will not pay off unless they are channeled in a direction that benefits the organization. Abraham Maslow’s Hierarchy of Needs Theory is the best known theory of motivation. According to Maslow, within every human being, the following hierarchy of needs exists. Physiological. Hunger, thirst, shelter, sex, and other survival needs. Safety. Security, stability, and protection from physical or emotional harm. Social. Social interaction, affection, companionship, and friendship. Esteem. Self-respect, autonomy, achievement, status, recognition, and attention. Self-actualization. Growth, self-fulfillment, and achieving one’s potential. The first three are deficiency needs because they must be satisfied if the individual is to be healthy and secure. The last two are growth needs because they are related to the development and achievement of one’s potential. As each of these needs becomes substantially satisfied, the next higher need becomes dominant. Douglas McGregor proposed in 1960 in his book The Human Side of Enterprise that managers hold one of two sets of assumptions about human nature, and named them Theory X and Theory Y. Seeing people as irresponsible and lazy, managers who follow Theory X assume the