Employee

Behavior
and
Motivation
#8
Copyright
2012
Pearson Education,
Education, Inc.
Copyright
2015
Pearson
Inc. Publishing as Prentice Hall

8-1

1. Identify and summarize the most

important
models and concepts of employee
motivation.
2. Define human resource management,
discuss its
strategic significance, and explain
how
managers plan for their
organizations human
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Basic Motivation Concepts and Theories

Motivation
the set of forces
that cause
people to
behave in certain
ways

Classical
Theory of
Motivation
theory holding
that workers are
motivated solely
by money

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2012
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Education, Inc.
Copyright
2015
Pearson
Inc. Publishing as Prentice Hall

8-3

Early Behavioral Theory

Hawthorne Effect
tendency for productivity to increase when
workers believe they are receiving special
attention from management

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2012
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Education, Inc.
Copyright
2015
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8-4

Human Resources Model: Theories X and Y

Theory X

Theory Y

theory of
motivation holding
that people are
naturally lazy and
uncooperative

theory of
motivation holding
that people are
naturally energetic,
growth-oriented,
self-motivated, and
interested in being
productive

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2012
Pearson Education,
Education, Inc.
Copyright
2015
Pearson
Inc. Publishing as Prentice Hall

8-5

Theory X and Theory Y

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2012
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Maslows Hierarchy of Needs Model

Hierarchy of Human Needs Model
theory of motivation describing five levels of
human needs and arguing that basic needs
must be fulfilled before people work to satisfy
higher-level needs

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2012
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Copyright
2015
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8-7

Maslows Hierarchy of Human Needs

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2012
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Copyright
2015
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8-8

Contemporary Motivation Theory

Expectancy Theory
theory of motivation holding that people are
motivated to work toward rewards that they
want and that they believe they have a
reasonable chance of obtaining

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2012
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Education, Inc.
Copyright
2015
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8-9

Contemporary Motivation Theory (cont.)

Equity Theory
theory of
motivation holding
that people
evaluate their
treatment by the
organization
relative to the
treatment of others

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2012
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Education, Inc.
Copyright
2015
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8-10

Job Enrichment and Job Redesign

Job Enrichment
method of increasing job satisfaction by
adding one or more motivating factors to job
activities

Job Redesign
method of increasing job satisfaction by
designing a more satisfactory fit between
workers and their jobs

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2012
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Copyright
2015
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8-11

Job Redesign Programs

Combining Tasks
involves enlarging jobs and increasing their
variety to make employees feel that their work
is more meaningful

Forming Natural Work Groups

help employees see the importance of their
jobs in the total structure of the firm

Establishing Client Relationships

letting employees interact with customers
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2012
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Modified Work Schedules

Work Sharing (Job Sharing)
method of increasing job satisfaction by
allowing two or more people to share a single
full-time job

Flextime Programs
method of increasing job satisfaction by
allowing workers to adjust work schedules on
a daily or weekly basis

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2012
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Education, Inc.
Copyright
2015
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Inc. Publishing as Prentice Hall

8-13

Modified Work Schedules (cont.)

Telecommuting
form of flextime that allows people to perform
some or all of a job away from standard office
settings

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2012
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The Foundations of Human Resource Management

Human resource management (HRM)

the set of organizational activities directed at
attracting, developing, and maintaining an
effective workforce.

Human Capital
reflects the organizations investment in
attracting, retaining, and motivating an
effective workforce

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2012
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2015
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HR Planning
Job Analysis
systematic analysis of jobs within an organization

Job Description
description of the duties and responsibilities of a job,
its working conditions, and the tools, materials,
equipment, and information used to perform it

Job Specification
description of the skills, abilities, and other credentials
and qualifications required by a job

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The HR Planning Process

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Forecasting HR Demand and Supply

1. Forecasting internal supply
the number and type of employees who will
be in the firm at some future date

2. Forecasting external supply

the number and type of people who will be
available for hiring from the labor market at
large

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2012
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Copyright
2015
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Forecasting HR Demand and Supply (cont.)

Replacement Chart
list of each management position, who
occupies it, how long that person will likely
stay in the job, and who is qualified as a
replacement

Employee Information System (Skills

Inventory)
computerized system containing information
on each employees education, skills, work
experiences, and career aspirations
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2012
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8-19

Copyright 2012 Pearson

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