MGMT 3/21

Termination Types

1. retire
2. depart voluntarily (find new job)
3. fired

Termination

• value of termination for maintaining an effective workforce is two fold
• poor performers can be dismissed
• employers can use exit interviews in a positive manner

Chapter 13: Motivation

Motivation

• forces that arouse enthusiasm and persistence to pursue a certain course of action (or goal)… 4 steps
• Need: creates desire to fulfill needs (food, recognition, achievement)
• Behavior: results in actions to fulfill needs
• Rewards: satisfy needs; intrinsic or extrinsic rewards
• Feedback: reward informs person whether behavior was appropriate and should be used again

Types of rewards

• Intrinsic: satisfaction a person receives in the process of performing a particular action (interesting work, learning new skills, personal work)
• Extrinsic: given by another person, typically managers (raise, bonus, promotion, vacation time, benefits, good benefits)

Foundations of Motivation

• Contemporary
• Human Resources
• Human Relations
• Traditional

Traditional View

• systematic analysis of an employee’s job
• economic rewards for high performance
• efficiency

Human Relations

• noneconomic rewards seemed more important
• workers studied as people and the concept of social man was born

Human Resources

• introduce the concept of the whole person
• employees are complex and motivated by many factors

Contemporary

• content theories: stress the analysis of underlying human needs (focus on first step)
• process theories: concern the thought processes that influence behavior (second step)
• reinforcement theories: focus on employee learning of desired work behaviors (step 3 and 4)

Content Theories

• emphasize the needs that motivate people
• hierarchy of needs theory (people motivated by factors; some factors more important that others)(order of needs: phisiological, safety, belonging, esteem, self-actualization)
• ERG theory: modification/simplification of Maslows’ hierarchy of needs; three needs (in order): 1. Existence needs (the needs for physical well being) 2. Relatedness Needs: the need for satisfactory relationships with others 3. Growth needs: human potentials, personal growth, and increases competence
• Aquired needs theory: Achievement (especially over difficult tasks), power (influence others), affiliation (accepted by others)has no lower ordered needs
• Two-Factor Theory: two factors (motivators & hygiene factors); area of satisfaction is where motivators (schievement, recognition) influence level of satisfaction; area of dissatisfaction is where hygiene factors(working conditions, pay and security, relationships) influence levels of dissatisfaction… if they have hygiene factors, it does not mean they will be satisfied

differences between Maslow and ERG: Maslow says that you move up, ERG says you can move down &&&& Maslow said they can activiate one need at a time, ERG says that people can have multiple needs at one time

Equity theory

• outcomes of self / inputs of self = outcomes of referent / inputs of referent

Methods for Reducing perceived inequities

• change inputs
• change outcomes
• distort perceptions (I don’t get paid well but I’m fine with it)
• Leave job