国外组织行铭为学课件皮尔森ch06.ppt

Learning Objectives (continued);Learning Objectives (continued);Money as a Motivator ;Money as a Motivator (continued);Money as a Motivator (continued);Linking Pay to Performance on Production Jobs;Linking Pay to Performance on Production Jobs (continued);Potential Problems with Wage Incentives;Potential Problems with Wage Incentives (continued);Restriction of Productivity;Hypothetical Productivity Distributions ;Reasons for Restriction of Productivity;Linking Pay to Performance on White-Collar Jobs;Linking Pay to Performance on White-Collar Jobs (continued);Linking Pay to Performance on White-Collar Jobs (continued);Potential Problems with Merit Pay Plans;Potential Problems with Merit Pay Plans (continued);A Manager’s Estimates of Pay Earned by Boss, Peers, and Subordinates;Potential Problems with Merit Pay Plans (continued);Using Pay to Motivate Teamwork;Pay Plans to Motivate Teamwork;Profit Sharing;Profit Sharing (continued);Employee Stock Ownership Plans (ESOPs);Employee Stock Ownership Plans (ESOPs) (continued);Gainsharing;Gainsharing (continued);The Scanlon Plan;Skill-Based Pay;Skill-Based Pay (continued);Job Design as a Motivator;Traditional Views of Job Design;Scientific Management;Job Scope and Motivation;Job Scope as a Function of Job Depth and Job Breadth;Job Scope and Motivation (continued);Stretch Assignments;Job Rotation;The Job Characteristics Model;The Job Characteristics Model ;Core Job Characteristics;Skill Variety;Autonomy;Task Significance;Task Identity;Feedback;Job Diagnostic Survey;Motivating Potential Score;Jobs that are higher on the core job characteristics are more instrinsically motivating because of their effect on three psychological states: Experienced meaningfulness of the work Experienced responsibility for the outcomes of the work Knowledge of the actual results of the work activities;Jobs that are high on skill variety, task significance, and task identity are perceived as more meaningful. Jobs that are high on autonomy provide for