[人力资源管理]Chapter5： REWARD MANAGEMENT.pptVIP

Chapter 5 REWARD MANAGEMENT INTRODUCTONARY CASE Case : Is reward just money? Your objectives (a) The relationship between motivation theory and reward (b) The process of job evaluation (c) The main factors determining pay levels (d) Different types of reward systems, including performance-related pay (e) Flexible benefits 1 2 Motivation and reward Job evaluation Reward management Other factors determining pay Reward systems Performance pay Indirect pay Basic pay 1. MOTIVATIN AND REWARD 1.1 What is motivation? Motivation can be understood as follows: (a) Mental process (b) Social process Motivation is the process concerned with motivating people at work to fulfill their potential in accordance with the organization aim. 1.2 The nature of motivation The psychological forces acting on an individual that determine: Direction-possible behaviors the individual could engage in Effort-how hard the individual will work Persistence-whether the individual will keep trying or give up Explains why people behave the way they do in organizations 1.3 Motivation theories 内容型激励理论 需要层次理论（马斯洛） 双因素理论（赫茨伯格） 成就需要理论（麦克利兰） 过程型激励理论 期望理论（弗鲁姆） 公平理论（亚当斯） 波特劳勒模式 行为改造型激励理论 强化理论（斯金纳） 归因理论（凯利和韦纳） 1.3.1 Need theory (Abraham Maslow) Need A requirement for survival and well-being. Need theory The theory focuses on what needs people are trying to satisfy at work and what outcomes will satisfy those needs. Basis premise is that people are motivated to obtain outcomes at work to satisfy their needs. Managers must determine what needs a worker wants satisfied and ensure that a person receives the outcomes when performing well. Each level of need is dominant until satisfied: only then does the next level of need become a motivating factor. Low-level needs must be satisfied before high-level needs are addressed. 1.3.2 Two factor theory (Frederick Herzberg) Focus on: outcomes that lead to higher motivation and job satisfaction outcomes that can prevent dissatisfaction Hygiene factors The need to avoid