Реферат: How Employee Attitudes And Morale Affect Productivity

Democratic styles Managers generally ask for input from subordinates but retain final decision-making power.

Free-rein style Managers typically serve as advisors to subordinates who are allowed to make decisions.

a) The Contingency Approach to Leadership The appropriate behavior in any situation is dependent (contingent) on the unique elements of that situation.

b) Motivation and Leadership in the 1900s Today s employees want rewards that are often very much different from those that earlier generations desired. Money is no longer the prime motivator for most people.

Below are three main factors that can really affect the workers attitude and behavior in the work place:

I. HUMAN RELATIONS IN THE WORKPLACE

Human relations – Interactions between employers and employees and their attitudes toward one another.

A. The Importance of Satisfaction and Morale Job Satisfaction – Degree of enjoyment that people derive from performing their jobs.

Morale – Overall attitude that employee have toward their workplace.

B. Recent Trends in Managing Satisfaction and Morale – U.S. workers now feel less secure in their jobs than they did just a few years ago.

II. MOTIVATION IN THE WORKPLACE

Motivation – The set of forces that cause people to behave in certain ways.

A. Classical Theory and Scientific Management

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

Scientific Management – Theory of management that uses scientific analysis of individual jobs to increase productivity and efficiency.

B. Behavior Theory:

The Hawthorne Studies – The study to examine the relationship between changes in the physical environment and worker output.

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

C. Contemporary Motivational Theories – The tendency is to focus more attention on the importance of good human relations in motivating employee performance.

1. Human-Resources Model: Theories X and Y

Theory X – Theory of motivation holding that people are naturally irresponsible and uncooperative.

Theory Y – Theory of motivation holding that people are naturally responsible and growth-oriented, self-motivated, and interested in being productive.

2. Maslow s Hierarchy of 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.

3. Two-Factor Theory – Theory of motivation holding that job satisfaction depends on two types of factors: hygiene and motivation.

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

5. Equity Theory – Theory of motivation holding that people evaluate their treatment by employers relative to the treatment of others.

6. Goal-Setting Theory – Theory of motivation holding that people are best motivated when they participate in setting their own moderately difficult specific goals.

III. STRATEGIES FOR ENHANCING JOB SATISFACTION AND MOTIVATION

A. Reinforcement/Behavior Modification Theory – Behavior can be encouraged or discouraged by means of rewards or punishments, respectively.