Chapter 5: Motivation. Introduction. Fierce competition across industries and a wide basket of choices and offerings from companies makes motivating employees vital to any business Focus on a variety of key motivating plans ranging from monetary incentives to rewards and recognition.
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Fierce competition across industries and a wide basket of choices and offerings from companies makes motivating employees vital to any business
Focus on a variety of key motivating plans ranging from monetary incentives to rewards and recognition
Either positive nor negative KITA instills motivation – it only results in short-term movement
Hygiene factors (extrinsic to the job):
Motivator factors (intrinsic to the job):
Five core job characteristics:
Followed by three critical psychological states:
In general, leaders must initiate and develop their social capital by focusing on three aspects:
High social capital directs high internal motivation leading to high performance and making employees more successful in achieving goals
Theory Y is a process of:
The application of Theory Y can be slow, and progress in typically done in small steps including:
Garg, P. & Renu, R. (2006). New model of job design: motivating employees' performance. Journal of Management Development. Vol. 25 (6), pp. 572-587.
Hertzberg, Frederick. (1968). One More Time: How Do YouMotivateEmployees? Harvard Business Review. Vol 46, pp. 53-62.
Maslow, A. H. (1943). A Theory of Human Motivation. PsychologicalReview. Vol. 50 (4), pp. 370-396.
McGregor, Douglas M. (1957). The Human Side of Enterprise. Management Review. November 1957, pp. 41-49.