动机理论和激励方法.doc

原文： Motivational Theories and Incentives Approaches Rai Sumita Reward System: The Objective Motivating Factor Motivational theorics can also be conceptualised into the views of three different schools: physiological, cognitive and behavioural. It is obvious that none of these theories provides a complete answer. Some focus solely on monetary aspects, and others on the relationship aspect. The physiological school of thought holds that all behaviour is determined by physiological needs; cognitive theorists assume that the employee’s behaviour is entirely based on rational thought processes; and behaviourists assume that certain behaviours can be selectively reinforced through reward, and others discouraged. To sum up, we may say that the link between performance and motivation started with the notion that financial rewards do help improve performance, but this was later developed to include a number of non-financial factors. At present none of the theories can adequately describe the link between the two. However, the contextual approach appears to be a better option to define the relationship, as it focuses on both financial and non-financial reward and the component of significant environment, and integrates the notion of individual’s self with his/her context. Here the external context includes the nature of task, kind of reward etc., while the internal context includes the need and value system of an individual and, at the organisational level, the culture. The power of context over motivation is an important area of study. The definition of reward and the structure of the reward system have undergone many changes in the last two decades. In today’s business environment the word reward covers a broad range involving all aspects of fixed pay and other employee benefits including bonuses, pension schemes, base compensation, holidays, sick pay, medical benefits, low interest loans, cars, stock options, and cash. As mentioned earlier, the main emphasis in this study