Chapter 8 - Motivating Employees

Motivators (intrinsic factors)

1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Growth

Examples of Inputs

1. Effort 2. Experience 3. Education

Maslow argued that once

-A need is satisfied -The next need becomes dominant

In general, the research support

-For equity theory could be -Described as very strong

McGregor's Theory X assumes that employees have

-Little ambition -Dislike work -Avoid responsibility

The literature on goal setting theory suggests that

-Managers should ensure that employees have -Hard, specific goals and feedback -On how well they are doing in achieving those goals

Herzberg's Two Factor Theory

-Motivators (intrinsic factors) deal with job satisfaction -Hygiene factors (extrinsic factors) deal with job dissatisfaction

Stacy Adam's Equity Theory

-Suggests that employees compare their inputs and outcomes from a job to -The ratio of input to outcomes of relevant others -(The amount of work which I do for my salary compared to what work others do for their salary)

Ergo, it can be seen that

-Theory X assumed that lower order needs dominated individuals -Theory Y assumed that higher order needs dominated individuals

McGregor's Theory Y assumes that people

-Want to work -And can exercise self-direction

According to Herzberg

-When hygiene factors are adequate -People won't be dissatisfied -But they will not be satisfied

Maslow's hierarchy of needs theory

1. Physiological needs, for food, drink, shelter, etc. 2. Safety needs, for security and protection 3. Social needs, belongingness and friendship 4. Esteem needs, status and recognition 5. Self-actualization needs, achieving one's potential

Hygiene factors (dissatisfaction)

1. Supervision 2. Company policy 3. Relationship with supervisor 4. Working conditions 5. Salary (surprisingly not a motivator) 6. Relationship with peers 7. Personal life 8. Relationship with subordinates 9. Status 10. Security