[教育学]工作中的激励.ppt

第八章 工作中的激励 柳传志，中国联想集团董事长:调动３个截然不同的群体的积极性：经理班子成员、中层管理人员以及流水线上的雇员。 赫布鲍姆，美国戴尔公司董事长兼首席执行官: ???关心小人物 主要内容 什么是激励 激励的过程 内容型激励理论 过程型激励理论 工作中的激励 一、什么是激励 二、激励的过程（Basic Motivation Model） 三、内容型激励理论 评价 一般说来，当一种低层次需要满足后，更高层次的需要成为激励因素，那些基本上已满足的需要不在具有激励作用（就象经济学中的边际效用）。 应用原则：因人而异；因时而异，注重方式方法 管理者非常熟悉 研究并没有完全支持 例：施乐公司——镶在装饰板上的长猎刀奖励。 Alderfer’s ERG Theory Existence Concerned with providing basic material existence requirements Relatedness Desire for maintaining important interpersonal relationships Growth Intrinsic desire for personal development 评价 More than one need can be important at the same time. If a higher-order need is not being met, the desire to satisfy a lower-level need increases. 满足——上进；挫折——倒退 Ignores situational variables 管理措施：工作内容调整，岗位重新安置 评价 Hygiene factors must be met if person is not to be dissatisfied. They will not lead to satisfaction, however. Motivators lead to satisfaction. No overall measure of satisfaction was used (individuals may dislike parts of their jobs and yet they like their job) Not really a theory of motivation: Assumes a link between satisfaction and productivity that was not measured or demonstrated. Need for Achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed. Need for Power A strong desire to influence others, making a significant impact or impression. Need for Affiliation The desire for friendly and close interpersonal relationships 评价 Tells us that high need achievers do not necessarily make good managers, since high achievers are more interested in how they do personally. Good empirical support, particularly on needs achievement. 四、过程型激励理论 期望理论 弗洛姆《工作与激励》 理论内容：一种行为倾向的强度取决于个体对于这种行为可能带来的结果的期望强度以及这种结果对行为者的引力。 M = V* E* I motivation value expectancy instrumentaliy Equity Theory Equity Theory 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 (i