组织行为学——第7章 激励：从概念到应用.pptVIP

7-* 认可并允许个体差异 使用具体的目标和反馈手段 允许员工参与与其自身有关的决策 将奖酬与绩效挂钩 检测薪酬制度的公平性 对管理者的启示 7-* 大部分人会对工作特性模型的内在工作特征做出反应 员工参与方案是否有效还不是很明确，要谨慎使用！ 浮动薪酬方案能够提高激励的作用 请牢记： 7-* 根据期望理论，如果一名学生不关心成绩，他就不会有动力去上课。在课堂上激励理论有哪些其它的应用对老师来说是可行的？运用这一章节所学的模型与同学讨论，并提出建议。 案例分析 7-* 感谢不需要理由 P211 1、如果赞扬员工工作做得好是一个相当容易实现、显而易见的激励工具，你认为公司和管理人员为什么不经常使用这些方式呢？ 2、作为一名管理人员，看到员工表现很好时，你会采取哪些措施来激励他们？ 3、给员工太多的言语赞扬有不利的一面吗？具体会有什么缺点？作为一名管理人员，你会如何减少这些不利影响？ 4、作为一名管理人员，你如何确保员工认可的公平性和公正性？ 案例分析 7-* 1.说明工作特性模型并评价它如何改变工作环境而激励员工； 2.比较工作再设计的三种主要方式； 3.给出员工参与的方法并展示其如何激励员工； 4.解释各种浮动工资方案是如何激励员工的； 5.说明灵活的福利制度如何将福利转化为激励； 6.说明内部奖酬有怎样的激励作用。 本章小结 The job characteristics model looks at describing any job in terms of five core job dimensions. These job dimensions include skill variety which is the degree to which the job incorporates a number of different skills and talents. Task identity is another dimension that looks at the degree to which the job requires a completion of whole and identifiable piece of work. Task significance is included and looks at how the job impacts the lives of others. Autonomy, the fourth dimension, identifies how much freedom and independence the worker has over their job. And finally, feedback is how much the job generates direct and clear information about the worker’s performance. * The job characteristics model looks at describing any job in terms of five core job dimensions. These job dimensions include skill variety which is the degree to which the job incorporates a number of different skills and talents. Task identity is another dimension that looks at the degree to which the job requires a completion of whole and identifiable piece of work. Task significance is included and looks at how the job impacts the lives of others. Autonomy, the fourth dimension, identifies how much freedom and independence the worker has over their job. And finally, feedback is how much the job generates direct and clear information about the worker’s performance. * Much evidence supports the JCM concept that the presence