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5 1 2017-07-13

关于激励 山模板 大概20分钟

<p>01</p><p>03</p><p>04</p><p>02</p><p>THE GOAL</p><p>Team 5</p><p>motivation!</p><p>conclusion !</p><p>Why we need <br />motivation in an organization?</p><p>1.1 What is motivation?<br />Motivation is a theoretical construct used to explain behaviour. It gives the reason for people's actions, desires, and needs. <br />Motivation can also be defined as one's direction to behavior, or what causes a person to want to repeat a behavior and vice versa. A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior.<br /></p><p>Specification:<br />1. By substantial external rewards and a good working environment, to meet the needs of employees<br />2. Reward and punish: reward the outstanding performance of the staff, punish the work of negative staff<br />3. Patiently motivate the entire work process<br />4. The effect is influenced by the smoothness of the communication<br />5. The ultimate goal of motivation is to achieve organizational goals and personal goals<br /></p><p>1.2 The role of motivation<br />The higher the level of motivation, the more positive the behavior of people, the better the behavior<br />1.2.1 Help to stimulate the enthusiasm of employees<br />Can motivate employees to fully release mental and physical, in order to improve labor efficiency, over-fulfilled, better service attitude<br />Harvard University psychologist William James found in the study: with motivation, the staff can work with more efficiency, even three or four times performance than before<br />1.2.2 Contribute to the unity of personal goals and organizational goals<br />To induce employees to align their personal goals into the organization's overall goals and to motivate employees to contribute to the task<br />1.2.3 Contribute to the harmonization of internal components<br />In addition to good organizational structure and strict rules and regulations, motivation also be needed to boost staff morale, coordination of interpersonal relationships, enhance organizational cohesion<br /></p><p>1.2.4 Motivation affects performance<br />Generally, a motivated employee will try harder than an unmotivated one to do a good job. However, performance is not simply based on motivation.<br />Three interdependent factors determine the level of performance attained: ability, motivation, and resources.<br />Formula: performance = ability *motivation* resources<br /></p><p>1.3 The process of motivation<br />Through the motivation process, employees go from need to motive to behavior to consequence to satisfaction or dissatisfaction.<br /> <br />It is more complex:<br /> People do not always know what they want.<br />People do same thing because different reasons.<br /><br /></p><p>Mr.Liang</p><p>Mr.Ran</p><p>Mr.Xia</p><p>The process motivation theories</p><p>Equity theory<br />Developed by J. Stacy Adams.<br />people are motivated to seek social equity in the rewards they receive(output) for their performance (input). <br />employees must perceive that they are being treated fairly, relative to others.<br /><br /></p><p>A comparison with relevant others leads to one of three conclusions: the employee is either underrewarded, overrewarded, or equitably rewarded.</p><p>1.\t1,underrewarded increasing outputs, decreasing inputs, rationalizing, changing others’ inputs or outputs, leaving the situation, or changing the object of comparison.<br /> 2,overrewarded Being overrewarded does not disturb most employees.<br />2.\temployees are motivated.<br /><br /></p><p>the theory does offer some useful general recommendations:<br />1.\tManagers should be aware that equity is based on perception, which may not be correct. <br />2.\tRewards should be equitable.<br />3.\tHigh performance should be rewarded, but employees must understand the inputs needed to attain certain outputs.<br /></p><p>Expectancy theory<br />Expectancy theory is based on Victor Vrooms’ formula: motivation = expectancy x valence. The expectancy theory proposes that employees are motivated when they believe they can accomplish a task and the rewards for doing so are worth the effort.<br /></p><p>assumptions:<br /> 1. Both internal factors (needs) and external factors (environment) affect behavior</p><p> 2. Behavior is the individual’s decision</p><p> 3. People have different needs, desires, and goals, 4. People make behavior decisions based on their perception of the outcome.<br /></p><p>motivation = expectancy x valence.<br />Expectancy refers to the person’s perception of his ability (probability) to accomplish an objective.<br />Valence refers to the value a person places on the outcome or reward.<br /></p><p>The key to using expectancy theory successfully:<br />1.\tclearly define objectives and performance needed to achieve them.<br />2.\tTie performance to rewards.<br />3.\tBe sure rewards have value to employees.<br />4.\tMake sure employees believe that management will do what it says it will.<br /></p><p>The process motivation theories focus on understanding how employees choose behaviors to fulfill their needs. <br />equity theory, <br />goal-setting theory, <br />and<br />expectancy theory.<br /></p><p>goal-setting theory<br />Goal-setting theory is currently the most valid approach to work motivation. The goal-setting theory proposes that achievable but difficult goals motivate employees.<br /><br />challenging, <br />achievable, <br />specific, <br />measurable, have <br />a target date for accomplishment,<br /><br />need to formulate action plans to achieve the goals and measure progress.<br /></p><p>Mr.Yuan</p><p>Content motivation theory, for people who needs</p><p>fffdafffsa </p><p>Maslow' pyramid</p><p>The key to achieveing organizational objectives is to meet the needs of subordinates</p><p>Maslow's pyrimid</p><p>The idea from the story of the journey to the west</p><p>1.Hierarchy of needs theory<br />2.ERG theory<br />3.Two factor theory</p><p>Hold the words -----for freshmen<br />Ask for experience ----for the elders <br />Share the resiponsibility----for the mianstays<br />Build the links ----for different groups</p><p>What we can do !</p><p>Motivation methods<br />There are many ways to motivate behavior. In general, the way of motivation can be summarized as two types of material motivation and spiritual motivation.<br /></p><p><br />1.2 Bonus motivation<br />A part of the profits of the enterprise shall be distributed to the staff, the role of which is to enhance the team spirit, to achieve organizational goals and make contributions, share operating profits. <br /></p><p><br />1.3 Employee shareholding and property rights motivation<br />Employee shareholding system is made by the famous American lawyer named Louis. Kelso's. As a method of motivation, employee shares are divided into shares of employees, allowing them to share the company's profits. <br /></p><p><br />1.\tMaterial motivation <br /><br />1.1 Wage bonuses and in-kind rewards<br />The more the material aspects are not fully satisfied with the case, the stimulating effect of the motivation method is more obvious. <br />The goal of material motivation is to stimulate the personnels to produce, work more efficiently,which mainly include the following ways:<br /></p><p>2. Spiritual motivtions<br />Spiritual motivations include recognition of their job performance, fair and open promotion systems, the providing the opportunities of learning and development, and so on. It includes the following ways:<br /><br />2.1 target motivation<br />Targets play a guiding role, as well as the role of motivation. The goal of the organization is the core of corporate cohesion. <br /></p><p>2.2 Example motivation<br />Example motivation is to meet the needs of employees to imitate and, to guide the behavior of employees to the organizational goals. </p><p>2.3 emotional motivation<br />The importance of the emotional motivation is to make the empolyees as much as possible to maintain a positive emotion. </p><p>2.4 Leadership behavior motivation<br />If the leader has a lot of good moral character accomplishment, may influence their subordinates positively, inspire them to work better, to make greater contribution for an organization. </p><p>2.5 proper training<br />Giving individuals the opportunity to learn and exercise is also an effective motivation.</p><p>2.6 participate in management motivation<br />How to motivate employees to work as “the masters of companies”? Answer is only one, which is the enterprises’ leaders really place employees in the position of director, make them in different levels and different extent to participate in the enterprise the management decision.<br /></p><p>The methods<br /></p><p>瑞洪,迎青,夏添,海博</p><p>The theories sometimes are all rubbish, today the only thing the staff or subordinate need is a happly life! So we should talke little bureaucratic tone(少打官腔)And the only right thing is to use our ture heart(走心) to treat all the people no metter you loved or not.</p><p></p>