Professional Documents
Culture Documents
Susan E. Jackson
Don Hellriegel
COMPETENCY-BASED
MANAGEMENT
11th Edition
Motivating Employees
Prepared by
Argie Butler
Texas A&M University
Learning Goals
(continued)
Chapter 14: PowerPoint 14.1
Learning Goals (cont’d)
Feedback
No Motivation and
No Dissatisfaction
Dissatisfaction
Low High Low High
Hygienes Motivators
Chapter 14: PowerPoint 14.23 (Adapted from Figure 14.7)
Organizational Approach: Two-Factor
Theory
Hygiene factors
Absence of dissatisfaction is an essential, but not
sufficient, condition for creating a motivated
workforce
Help create work setting that makes it possible
to motivate employees
Motivator factors
Presence results in employees who feel excited
and committed to their work
Chapter 14: PowerPoint 14.24
Organizational Approach: Treating
People Fairly
Andy’s Ally’s
Equity Equity
Andy Ally Comparison Perception Perception
Increase outputs
Decrease outputs
Change compensation (outcome) through
legal or other actions
Modify comparison by choosing another
person or group to evaluate oneself against
Distort reality by rationalizing that the
inequities are justified
(continued)
Chapter 14: PowerPoint 14.29
Esteem needs: desire for self-respect, a sense
of personal achievement, and recognition
from others
Moving Down
Frustration-regression hypothesis: when an
individual is frustrated in meeting higher level
needs, the next lower level needs reemerge and
again direct behavior
Chapter 14: PowerPoint 14.31
Self-
Actualization
Esteem
Affiliation
Security
Physiological
Chapter 14: PowerPoint 14.32 (Adapted from Figure 14.8)
Clearly communicate the organization’s mission
to employees and explain how their contribution
to the organization will help the organization
realize its mission
State the behaviors and performance
achievements that are desired and explain
how they will be rewarded
Design jobs with high motivating potential