管理学基础精品教学（清华大学）chap009--2013-s.pptVIP

* * * * * * * * * * * * * * * * * 9–* 特别提示 不是每一位员工都会因工作的自主性、变化性和责任感而受到激励的。这类工作只对高成就需要者有很强的吸引力和激励作用。你的激励措施一定要因人而异。 9–* Adam’s Equity Theory Focuses on people’s perceptions of the fairness (or lack of fairness) of their work outcomes in proportion to their work inputs. A relative outcome to input ratio comparison to oneself or to another person (referent) perceived as similar to oneself. Equity exists when a person perceives that their outcome/input ratio to be equal to the referent’s ratio. If the referent receives more outcomes, they should also give more inputs to achieve equity. 9–* Equity Theory Table 9.2 Condition Person Referent Example Equity Outcomes = Outcomes Inputs Inputs Worker contributes more inputs but also gets more outputs than referent Underpayment Equity Outcomes Outcomes Inputs Inputs Worker contributes more inputs but also gets the same outputs as referent Overpayment Equity Outcomes Outcomes Inputs Inputs Worker contributes same inputs but also gets more outputs than referent 9–* Equity Theory (cont’d) Inequity exists when worker’s outcome/input ratio is not equal to referent. Underpayment inequity: ratio is less than the referent. Workers feel they are not getting the outcomes they should for their inputs. Overpayment inequity: ratio is higher than the referent. Workers feel they are getting more outcomes than they should for their inputs. 9–* Equity Theory (cont’d) Restoring Equity: Inequity creates tension in workers causing them to attempt to restore equity. In underpayment, workers may reduce input levels to correct (rebalance) the ratio or seek a raise. In overpayment, workers may change the referent person and readjust their ratio perception. If inequity persists, workers will often choose leave the organization. 9–* Goal Setting Theory Focuses on identifying the types of goals that are effective in producing high levels of motivation and explaining why goals have t