奖励和动机

ChrisJarvis1RewardsandMotivationChrisJarvis2Motivation-anaggingconcernWhatistheproblem?Effort,performance,retention,loyalty,membership,commitment,trust,empowerment,participation,workdesignExtrinsicandintrinsicrewardsExpectancyandEquityRhetoricversusrealityHowIconstruemy/yourmotivation,needs&drivesHowtomotivatepeopletogivetheirallChrisJarvis3WouldIreallyworkforyouwithoutreward?FundamentaltoemployeecontractTraditionaleconomicexchangemodel.Pay-effortdeterminismRateforthejobOccupationalnorms,expectationsandchoicesExpediency-suitableformylifepackageatthemomentEtzioni&organisationalmembershipCoercive-Remunerative-NormativeAlienated-Instrumental-MoralinvolvementChrisJarvis4Theperson-as-economistexpectsROI-time,effort,commitmentWhat'sinitforme?calculationConscioussubconscious(selfimageandcomparisons)Fairness(equitablesocial(economic)exchange)interpretrewards/pay-offsofothersjudgewhatisfair/unfairsatisfactionifeachpartyachievesabalance(relativeequality)Psychologicalextensiontoneutral,economicmodelConstruingthevalue&importanceofinput-outputSocial,psychological-individual&groupValidationofpersonalperceptionsandcomparisonsClear/distortedinternal/externalChrisJarvis5DesignFeaturesofRewardSystemsMonetaryTime-based(notdirectlyrelatedtoperformance)Performance-linkedOutput,%,PRP,meritpay,commission,skill-basedcollective-outputschemesCorporateperformance-relatedbonuses+profitsharingMonetary-equivalentCar,phone,holidays,loans,accommodation,fees,vouchersDeferred(promotion,pension)Non-monetary/intrinsicbenefits-safety,status,recognition,plaques,contributionandempowermentNegativespressure,penalties,harassment,side-lining,dismissalChrisJarvis6Paybytimeschemes-ComponentssimpletoadministerDefinedtime–F/T,P/T,mixed-time,casualNoattendance,nopay?Hourly,weekly,monthlyPremiums–1.5T,2T,nightsFlexi-timeschemes“Doorknobsyndrome”Jobgrading/evaluation-evaluatethejobnotthepersondoingitControlmechanisms&tools–clocks,supervision,timesheets?PerformanceassumptionsTrust,competence,diligence,fidelity,care,good-will,cooperationWorkforErinErtime……versus……...inyourtime?Supervisionandmonitoring-“Whenthecatsaway”?Isactualpresencenecessary?Off-siteworking.Lifeincrements-pay&careerprogression,security?ChrisJarvis7PRP,meritpay,skill-basedschemesRequirestargeting,information&measurementManagerappraisalandjudgementProblemsofbigschemerulesandcontrolsPaylinkedtoIndividualmerit(behaviours,traits&competencies:flexibility,cooperation,punctuality,effort,skills/abilities).concreteindividualorgrouptargetsStaffappraisalcriteriaandratingChrisJarvis8Performance-RelatedPay(PRP)extensivebutpartialandsectorallittleresearchdataoneffectivenesspaylinkedtospecificaspectofperformanceIntensityofMbOapproachProblemofdefiningthegroup+outputsWhatifkeyresultsnotachieved?Howiscontrolandconsistencyachieved?Fairness+validationofthemanager'sjudgmentAdditiontosalary(meritpayorbonus)forthisappraisalround.TheapparentexaggerationofFatcatbonuses–thegloballabourmarketforstars+formulae?ChrisJarvis9Emotional&socialdynamics&expectationsImportantforemployeebeliefandcommitmentImpactofrules-ofthe-scheme(formalcontract)onindividualsensitivity(psychologicalcontract).personalexpectations+formal/informalexchangeErEemymanagerasemployer(byproxy)asapersonIlike/dislike,respect?HowIseewhatothersaregetting-internallyandexternally.ChrisJarvis10Pay-offsintheEmployer-EmployeeRelationship(afterMumford1972)TaskstructureWorkwithinfirm’spolicy,procedure&technicalconstraints.Jobroles,workarrangements&relationshipsKnowledge&skillEmployerwantsknow-how,competence,experience.Employeewantstobeputtogooduse&bedevelopedPsychologicalManagement&co-workerswantcommitted,loyal,motivatedstaff.IndividualwantssatisfactionEfficiency/rewardsEmployerwantsperformance&outputtoaqualitystandard.Employeewantsequitable,felt-fairrewards&opportunityEthicalValues&ambiguities/inconsistenciesinright/wrongbehaviourChrisJarvis11OrganisationalCultureProblemsConsciouscalculation&instrumentality?Take-itorleaveit+9-5sub-optimisationTangibleovernon-tangiblerewardsOrganisationalrationalisationofeffort-rewardrelationshipStructuralinflexibilityofrewardpackagesConstructingandcontrollingtheperformancereviewandPRPsystemGenuineinvolvement&participationDelegation,relianceandconfidenceChrisJarvis12Howhaswork-motivationtheorydealtwiththis?HomoeconomicusContenttheories-needsandfactors:Maslow,Alderfer,McClelland-NeedsandsatisfactionsHerzberg-hygieneandmotivators,jobredesignProcesstheoriesMcGregor,Likertetal-onbeingmanagedAdams-EquitytheoryVroom,Lawler-ExpectancytheoryHackman&Oldham-jobcharacteristicsLocke-GoalsettingReinforcementtheory(operantconditioning)Positive(continuous,fixedandvariableintervals/ratios)AvoidancelearningandpunishmentChrisJarvis13AbrahamMaslow-NeedSatisfactionNeedsBehaviour/ActionGoalsachievedrivesatisfyteleologygoal-orientationChrisJarvis14Maslow'sNeed-SatisfactionModelContenttheory-theneedsthatmotivatesimpledescription,partialaccount