员工管理激励心态教材课程.ppt

Inequity不公正 Inequity exists when worker’s outcome/input ratio is not equal to referent. 不公正：当工人的产出/投入比率同偶像不相等时存在 Underpayment inequity: ratio is less than the referent. Worker feels they are not getting the outcomes they should given inputs. 少付工资不公正：比率比偶像低，工人感觉他们提供投入而不能得到结果 Overpayment inequity: ratio is higher than the referent. Worker feels they are getting more outcomes then they should given inputs. 多支付工资不公正：比率高于偶像，工人感觉他们的得到的产出比他们提供的投入高 Restoring Equity: Inequity creates tension in workers to restore equity. 恢复公正：不公正在工人中产生张力来恢复公正 In underpayment, workers reduce input levels to correct. 在少支付工资时，工人通过减少投入水平来纠正 Overpayment, worker can change the referent to adjust. 多支付工资，工人可以通过改变偶像来调整 If inequity persists, worker will often leave the firm. 如果不公正持续，工人就会离开公司 Adams公平理论 主体： 1 自己所得过多 Outcomes 应使O Inputs = 1 报酬合理 客体： 心理平衡 Outcomes Iinput 1 报酬过少 欲使O 4.佛罗姆的期望值理论（目标设立理论Goal Setting Theory） Focus worker’s inputs in the direction of high performance achievement of organizational goals. 集中于工人在高绩效和公司目标实现方面的投入 Goal is what a worker tries to accomplish. 目标是工人所努力完成的 Goals must be specific and difficult for high performance results. 目标必须是明确的、困难的,需要高绩效实现 Workers put in high effort to achieve such goals. 工人付出巨大努力来实现这样的目标 Workers must accept and be committed to them. 工人必须接受并认同它们 Feedback on goal attainment also is important. 目标达到的反馈也是重要的 Goals point out what is important to the firm. 目标指出了对于公司什么是重要的 Managers should encourage workers to develop action plans to attain goals. 管理者应该鼓励工人发展行动计划来达到目标 激励力量= f(效价X期望值） 效 价：个体对他所从事的工作或所要达到的目标的估价。 期望值：个体根据以前的经验判断一定行为能导致某种结 果和满足需要的可能性（概率）。 个人努力 个人成绩 组织奖励 个人需要 反馈