Human Resources pt 4

Physiological (food, water, warmth)

Security (a secure income, knowing one has a job)

Social (friendships and camaraderie)

Self-esteem (respect)

Self-actualization (becoming a whole person)

• Maslow's Hierarchy of Needs:

• Maslow's prepotency process principle:

• Herzberg's Hygiene-Motivator Theory Hygienes (extrinsic job factors)

• Herzberg's Hygiene-Motivator Theory Hygienes (intrinsic job factors)

People are motivated 1st to satisfy each lower-order need and then, in sequence, each of the higher-level needs

• Maslow's prepotency process principle

• Maslow's Hierarchy of Needs:

• Herzberg's Hygiene-Motivator Theory Hygienes (intrinsic job factors)

• Herzberg's Hygiene-Motivator Theory Hygienes (extrinsic job factors)

Satisfy lower-level needs

Inadequate working conditions, salary, and incentive pay can cause dissatisfaction and prevent satisfaction

• Herzberg's Hygiene-Motivator Theory Hygienes (extrinsic job factors)

• Herzberg's Hygiene-Motivator Theory Hygienes (intrinsic job factors)

Satisfy higher-level needs

Job enrichment (challenging job, feedback, and recognition) addresses higher-level (achievement, self-actualization) needs

• Herzberg's Hygiene-Motivator Theory Hygienes (intrinsic job factors)

• Herzberg's Hygiene-Motivator Theory Hygienes (extrinsic job factors)

The best way to motivate someone is to organize the job so that doing it provides feedback and challenge that helps satisfy the person's higher-level needs

• Premise

• Demotivators and Edward Deci

• Victor Vroom's Expectancy Theory

Intrinsically motivated behaviors are motivated by the individual's underlying need for competence and self-determination

Offering an extrinsic reward for an intrinsically-motivated act can conflict with the acting individual's internal sense of responsibility

Some behaviors are best motivated by job challenge and recognition, others by financial rewards

• Premise

• Demotivators and Edward Deci

• Victor Vroom's Expectancy Theory

• Behavior modification/ Reinforcement Theory B.F/ Skinner's Principles

Motivation is a function of:

Expectancy: the belief that effort will lead to performance

Instrumentality: the connection between performance and the appropriate reward

Valence: the value the person places on the reward

• Victor Vroom's Expectancy Theory

• Behavior Modificaiton/ Reinforcement Theory B.F. Skinner's Principles

• Managing Organizational Change Programs

• Off-the-Job Management Training and Development Techniques

If any factore (E, I, or V) is zero, then there is no motivation to work toward the reward

Employee confidence building and training, accurate appraisals, and knowledge of workers desired rewards can increase employee motivation

• Motivation = (E x I x V)

• Pay-for-Performance Plan

• Variable Pay Plan

• FLSA Wage Calculations and Incentive Payments

To understand behavior one must understand the consquences of that behavior

Behavior that leads to a positive consequence (reward) tends to be repeated, while behavior that leads to a negative consequence (punishment) tends not to be repeated

• Behavior Modification/ Reinforcement Theory B.F. Skinner's Principles

• Herzberg's Hygiene-Motivator Theory Hygienes (extrinsic job factors)

• Maslow's Hierarchy of Needs

• Incentive

Ties employee's pay to the employee's performance

• Pay-for-Performance Plan

• Benefits

• Variable Pay Plan

• Incentive