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1、 RewardsandMotivation Motivation anaggingconcern Whatistheproblem Effort performance retention loyalty membership commitment trust empowerment participation workdesignExtrinsicandintrinsicrewardsExpectancyandEquityRhetoricversusrealityHowIconstruemy yourmotivation needs drivesHowto motivatepeopletog
2、ivetheirall WouldIreallyworkforyouwithoutreward FundamentaltoemployeecontractTraditionaleconomicexchangemodel Pay effortdeterminism Rateforthejob Occupationalnorms expectationsandchoicesExpediency suitableformylifepackageatthemoment Etzioni organisationalmembershipCoercive Remunerative NormativeAlie
3、nated Instrumental Moralinvolvement Theperson as economistexpects ROI time effort commitment What sinitforme calculationConscious subconscious selfimageandcomparisons Fairness equitablesocial economic exchange interpretrewards pay offsofothersjudgewhatisfair unfairsatisfactionifeachpartyachievesabal
4、ance relativeequality Psychologicalextensiontoneutral economicmodelConstruingthevalue importanceofinput outputSocial psychological individual groupValidationofpersonalperceptionsandcomparisonsClear distortedinternal external DesignFeaturesofRewardSystems MonetaryTime based notdirectlyrelatedtoperfor
5、mance Performance linkedOutput PRP meritpay commission skill basedcollective outputschemesCorporateperformance relatedbonuses profitsharingMonetary equivalentCar phone holidays loans accommodation fees vouchersDeferred promotion pension Non monetary intrinsicbenefits safety status recognition plaque
6、s contributionandempowermentNegativespressure penalties harassment side lining dismissal Paybytimeschemes Components simpletoadministerDefinedtime F T P T mixed time casualNoattendance nopay Hourly weekly monthlyPremiums 1 5T 2T nightsFlexi timeschemes Doorknobsyndrome Jobgrading evaluation evaluate
7、thejobnotthepersondoingitControlmechanisms tools clocks supervision timesheets PerformanceassumptionsTrust competence diligence fidelity care good will cooperationWorkforErinErtime versus inyourtime Supervisionandmonitoring Whenthecatsaway Isactualpresencenecessary Off siteworking Lifeincrements pay
8、 careerprogression security PRP meritpay skill basedschemes Requirestargeting information measurementManagerappraisalandjudgementProblemsof bigscheme rulesandcontrolsPaylinkedtoIndividualmerit behaviours traits competencies flexibility cooperation punctuality effort skills abilities concreteindividu
9、alorgrouptargetsStaffappraisalcriteriaandrating Performance RelatedPay PRP extensivebutpartialandsectorallittleresearchdataoneffectivenesspaylinkedtospecificaspectofperformanceIntensityofMbOapproachProblemofdefiningthegroup outputsWhatifkeyresultsnotachieved Howiscontrolandconsistencyachieved Fairne
10、ss validationof themanager sjudgment Additiontosalary meritpayorbonus forthisappraisalround Theapparentexaggerationof Fatcatbonuses the globallabourmarketforstars formulae Emotional socialdynamics expectations ImportantforemployeebeliefandcommitmentImpactofrules ofthe scheme formalcontract onindivid
11、ualsensitivity psychologicalcontract personalexpectations formal informalexchangeEr Eemymanagerasemployer byproxy asapersonIlike dislike respect HowI see whatothersaregetting internallyandexternally Pay offsintheEmployer EmployeeRelationship afterMumford1972 TaskstructureWorkwithinfirm spolicy proce
12、dure technicalconstraints Jobroles workarrangements relationshipsKnowledge skillEmployerwantsknow how competence experience Employeewantstobeputtogooduse bedevelopedPsychologicalManagement co workerswantcommitted loyal motivatedstaff IndividualwantssatisfactionEfficiency rewardsEmployerwantsperforma
13、nce outputtoaqualitystandard Employeewantsequitable felt fairrewards opportunityEthicalValues ambiguities inconsistenciesinright wrongbehaviour Organisational Culture Problems Consciouscalculation instrumentality Take itorleaveit 9 5 sub optimisationTangibleovernon tangiblerewardsOrganisationalratio
14、nalisationofeffort rewardrelationshipStructuralinflexibilityofrewardpackagesConstructingandcontrollingtheperformancereviewandPRPsystemGenuineinvolvement participationDelegation relianceandconfidence Howhaswork motivationtheorydealtwiththis HomoeconomicusContenttheories needsandfactors Maslow Alderfe
15、r McClelland NeedsandsatisfactionsHerzberg hygieneandmotivators jobredesignProcesstheoriesMcGregor Likertetal onbeingmanagedAdams EquitytheoryVroom Lawler ExpectancytheoryHackman Oldham jobcharacteristicsLocke GoalsettingReinforcementtheory operantconditioning Positive continuous fixedandvariableint
16、ervals ratios Avoidancelearningandpunishment AbrahamMaslow NeedSatisfaction Needs Behaviour Action Goals achieve drive satisfy teleologygoal orientation Maslow sNeed SatisfactionModel Contenttheory theneedsthatmotivatesimpledescription partialaccount notquantifiablechronicdeficiencydrives motivates behaviourgratifiedneeds equilibriumsnakesandladdersorlowerneedsmediatedbyhigherorderconsciousness nb AlderferERGtheory existence relatedness growth cognitiveanddevelopmental moreefficientperceptionofr
