中国人民大学组织行为学经典课件第六章激励概念与.pptVIP

Prentice Hall, 2000 《太公兵法》云：“夫用兵之要，在崇礼而重禄。礼崇则智士至，禄重则义士轻死……故，礼者士之所归，赏者士之所死。礼赏不倦，则士争死。”礼者与赏者，其实就是激励的两大类别。 激励的基础是什么? 早期激励理论 Self-actualization Esteem Social Safety Physiological 人们生性懒惰? 员工想要的是什么? Herzberg’s Two-Factor Theory 早期激励理论在解释因变量上的作用 团队练习:对你来说,最重要的是激励因素还是保健因素 当代激励理论 ERG Theory (Clayton Alderfer) Cognitive Evaluation Theory Goal-Setting Theory Specificity Challenge Feedback Participation Commitment Self-efficacy Characteristics Culture Insights from Goal-Setting Research Difficult Goals Lead to Higher Performance.- Easy goals produce low effort because the goal is too easy to achieve.- Impossible goals ultimately lead to lower performance because people begin to experience failure. Specific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.- Goal specificity pertains to the quantifiability of a goal.- Specific difficult goals impair performance on novel, complex tasks when employees do not have clear strategies for solving these types of problems. Feedback Enhances The Effect of Specific, Difficult Goals.- Goals and feedback should be used together. Insights from Goal-Setting Research(continued) Participative Goals, Assigned Goals, and Self-Set Goals Are Equally Effective.- Managers should set goals by using a contingency approach.  Different methods work in different situations. Goal Commitment and Monetary Incentives Affect Goal-Setting Outcomes.- Difficult goals lead to higher performance when employees are committed to their goals - Difficult goals lead to lower performance when employees are not committed to their goals - Goal based incentives can lead to negative outcomes for employees in complex, interdependent jobs requiring cooperation. Guidelines for Writing “SMART” Goals Specific Measurable Attainable Results oriented Time bound Equity Theory Organizational Justice Distributive Justice: The perceived fairness of how resources and rewards are distributed. Procedural Justice: The perceived fairness o