激励管理之从概念到应用.pptVIP

内容总结 第7章。1.1 工作特性模型(JCM):设计有激励性的工作。通过提高员工方案、执行和评估工作的程度来扩展工作内容。董事会代表：员工代表进入董事会并代表整个公司中员工的利益。需要层次理论(员工需要)。浮动工资方案：将员工的一部分薪酬与个体/组织的绩效测评方法相结合。绩效工资–根据绩效评估得分来为个人绩效支付薪酬。技能工资–根据员工所获技能而非工作职级来支付薪酬。带来更高的员工绩效（跨行业经验）、满意度和对工资体系的公平感知。员工持股方案 (ESOPs)–员工能够以低价购买公司股票，以此作为一种福利待遇。虽然浮动工资确实能够提高生产率，但是似乎并非每个人都对浮动工资方案反应积极。3.3 弹性福利：设置福利方案。29 第三十页，共三十页。 The job characteristics model looks at describing any job in terms of five core job dimensions. These job dimensions include skill variety which is the degree to which the job incorporates a number of different skills and talents. Task identity is another dimension that looks at the degree to which the job requires a completion of whole and identifiable piece of work. Task significance is included and looks at how the job impacts the lives of others. Autonomy, the fourth dimension, identifies how much freedom and independence the worker has over their job. And finally, feedback is how much the job generates direct and clear information about the worker’s performance. * The job characteristics model looks at describing any job in terms of five core job dimensions. These job dimensions include skill variety which is the degree to which the job incorporates a number of different skills and talents. Task identity is another dimension that looks at the degree to which the job requires a completion of whole and identifiable piece of work. Task significance is included and looks at how the job impacts the lives of others. Autonomy, the fourth dimension, identifies how much freedom and independence the worker has over their job. And finally, feedback is how much the job generates direct and clear information about the worker’s performance. * Much evidence supports the JCM concept that the presence of a set of job characteristics—variety, identity, significance, autonomy, and feedback—does generate higher and more satisfying job performance * JCM creates motivational jobs as they are designed to give internal rewards. Positive outcomes are m