基本动机理念组织行为学课件.pptVIP

* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * 五、警告：动机理论受到文化制约 目前大多数激励理论是由美国人提出的关于美国人的的理论 这些激励理论与美国文化相一致的 也存在跨文化的一致性 ? 2007 Prentice Hall Inc. All rights reserved. Elizabeth的老板每天早上一开始就会说 “打赌你希望你不要在里？”知道了这一点，哪一理论能够告诉我们为什么Elizabeth可能没有动力上班的原因？ 本章小测: 动机 ? 2007 Prentice Hall Inc. All rights reserved. Elizabeth的老板可能是一个X理论型管理者，因为他或她认为员工不喜欢工作或不想呆在那里。 本章小测: 动机 如果你学习非常刻苦，但考试中只得了个B，可是你的同学根本就不努力，却的了个A，什么理论能解释你为什么感觉没有动力去上课？ 本章小测：动机 ? 2007 Prentice Hall Inc. All rights reserved. W什么理论，这个人知道自己工作努力并将获得很好的业绩，什么理论认为由于他的高业绩而奖励一张健身房会员卡会对他起到激励作用？ 检测章节: 动机 期望理论。 根据赫兹伯格理论，一张健身房会员卡被认为是激励因素或保健因素吗？与同学讨论。 检测章节: 动机 * * * * Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward the attainment of a goal. Intensity is concerned with how hard a person tries. This is the element most of us focus on when we discuss the topic of motivation. However, unless effort is channeled in a direction that benefits the organization, high intensity is no guarantee of favorable job-performance outcomes. Quality of effort, therefore, is just as important as intensity of effort. Finally, persistence (how long a person can maintain effort) is important. A motivated person stays with a task long enough to achieve his or her goal. * * * * * * * Douglas McGregor said that managers hold one of two sets of assumptions about human nature: either Theory X or Theory Y. Seeing people as irresponsible and lazy, managers who follow Theory X assume the following: 1. Employees inherently dislike work and will try to avoid it. 2. Since employees dislike work, they must be coerced, controlled, or threatened to achieve goals. 3. Employees avoid responsibilities and seek formal direction, if possible. 4. Most workers place security above all other work-related factors and will display little ambition. Since they see people as responsible and conscientious, managers who follow Theory Y assume the following: 1.