Реферат: Motivation

1. Design the job to suit employee needs. People want different levels of job challenge. Some employees may prefer complex and challenging jobs; other may prefer simple tasks. Task complexity needs to be differentiated to reflect the technical and psychological qualifications of employees.

2. Match employees to jobs. The match between jobs and people can also be achieved by hiring people who will fit the jobs. When it is economically and technically impractical to redesighn jobs, it makes more sence to fit employees to jobs than the other way around.

3. Improve employee job skills. Another way of fitting people to jobs is by training. When employees are underqualificated to perform their jobs, training can help them find a better fit. Training also enchances effort-performance expectancy.

4. Set challenging but attainable goals. Set performance goals that are challenging but attainable. If the task goals are ether too high or too low, employees are not likely to feel that their efforts are related to task performance. When the task goals are challenging but attainable, they are more likely to perceive the relationship between effort and task accomplishment.

This diccussion demonstrates how motivational principles can be applied in managing organozational reward and work systems.

CONCLUSION

My work presents a model of motivation, describes a set of motivational principles. Here also shown in short the expectancy theory, which explains how motivational decisions are made.

People make motivational decisions based on how they perceive the relationship between their needs and organizational rewards (valence), their performance and rewards (instrymentality), and their efforts and task performance (expectancy). Generally, work motivation increases when they perceive these relationships favorably.

A set of motivational principles can be derived from the expectancy theory. The valence, instrumentality, and expectancy of performing a task can be improved by adopting the following three principles:

1.Match rewards to employee needs (valence).

2.Match rewards to performance (instrumentality).

3.Match jobs to employees (expectancy).

Список литературы

1.Lawler, Motivation in Work Organizations.

2.Vroom, Vork and Motivation.