Rewards and Motivation. Motivation - a nagging concern. What is the problem? Effort, performance, retention, loyalty, membership, commitment, trust, empowerment, participation, work design Extrinsic and intrinsic rewards Expectancy and Equity Rhetoric versus reality
Related searches for Rewards and Motivation
Take-it or leave it + "9-5" sub-optimisation
Tangible over non-tangible rewards
Organisational rationalisation of effort-reward relationship
Structural inflexibility of reward packages
Constructing and controlling the performance review and PRP system
Genuine involvement & participation
Delegation, reliance and confidenceOrganisational "Culture" Problems
Content theories - needs and factors:
Maslow, Alderfer, McClelland - Needs and satisfactions
Herzberg - hygiene and motivators, job redesign
McGregor, Likert et al - on being managed
Adams - Equity theory
Vroom, Lawler - Expectancy theory
Hackman & Oldham - job characteristics
Locke - Goal setting
Reinforcement theory (operant conditioning)
Positive (continuous, fixed and variable intervals/ratios)
Avoidance learning and punishmentHow has work-motivation theory dealt with this?
acceptance of self & others + social interest
problem-orientation, spontaneity and creativity
detachment - value privacy
autonomy - independence of culture & environment
resistance to enculturation
continued freshness of appreciation
mystic experience or oceanic feeling
interpersonal relations & democratic behaviour
sense of humourThis idealised, self-actualised person?
assoc.. with Vroom & Lawler/Porter
Motivated to perform because of expectations relating to perceived payoffs from the performance.
Desirability of payoffs (valence), perception of expectancy + force of expression - intrinsic to the person.
Personal view of what is challenging or interesting, important to self + valuation of extrinsic payoffs - pay & material rewards
A robust explanatory, predictive model?
How the individual construes it all?
MbO - defining expectations and feedback
Teams and semi-autonomous groups, empowerment
Concern for staff development, competencies and accreditation
Effort to refine and deliver “reward packages” that "motivate" - PRP
Constant organisational vigilance & sensitivity
A rewarding, supportive climate
Cultures that foster
confidence and identification (one-ness with the firm)
meaningful, practical commitment?Organisational initiatives