Motivating and Rewarding Employee Performance
Motivating and Rewarding Employee Performance
*Mars Model
A model that outlines the four factors that influence an employee’s voluntary behavior and resulting preformance.The motivation,ability,role perceptions and situational factors.
*Motivation The forces within a person that affects his or her direction,intensity,and persistence of voluntary behavior.
*Ability Consists of both the natural aptitudes and learned capabilities required to succesfully complete a task.
*Role Perceptions Employees who feel engaged in their jobs not only have the necessary motivation and competencies to perform their work but also understand the specific tasks assigned to them.
*Situational Factors Include conditions beyond the employees immediate control that constrain or facilitate his or her behavior and performances.
Motivating Employee: A Three-Part Process
Part 1: Managing Motivation through Drives and Needs
*Drives Instinctive tendencies to seek particular goals or maintain internal stability.
*Needs Mostly conscious deficiencies that energize or trigger behaviors to satisfy your needs.
*Maslow’s Needs Hierarchy Theory
A motivation theory of needs arranged in a hierarchy,whereby people are motivated
to fulfill a higher need as a lower one becomes gratified.
Four-Drive Theory
A motivation theory based on the innate drives to acquire,bond,learn and defend that incorporates both emotions and rationality.
*Drive to Acquire This is to seek,take,control and retain o bjects and personal experiences.
*Drive to Bond This is to drive to form social relationship and develop mutual caring and commitments w/ others.
*Drive to Learn This is to drive to satisfy our curiosity,to know and understand ourselves and the environment around us.
*Drive to Defend This drive creates a “fight-or-flight” response in the face of personal danger.
Part 2: Managing Motivation through Goals,Expectations and Feedback
*Goal Setting and Feedback
The process of motivating employees
*Mars Model
A model that outlines the four factors that influence an employee’s voluntary behavior and resulting preformance.The motivation,ability,role perceptions and situational factors.
*Motivation The forces within a person that affects his or her direction,intensity,and persistence of voluntary behavior.
*Ability Consists of both the natural aptitudes and learned capabilities required to succesfully complete a task.
*Role Perceptions Employees who feel engaged in their jobs not only have the necessary motivation and competencies to perform their work but also understand the specific tasks assigned to them.
*Situational Factors Include conditions beyond the employees immediate control that constrain or facilitate his or her behavior and performances.
Motivating Employee: A Three-Part Process
Part 1: Managing Motivation through Drives and Needs
*Drives Instinctive tendencies to seek particular goals or maintain internal stability.
*Needs Mostly conscious deficiencies that energize or trigger behaviors to satisfy your needs.
*Maslow’s Needs Hierarchy Theory
A motivation theory of needs arranged in a hierarchy,whereby people are motivated
to fulfill a higher need as a lower one becomes gratified.
Four-Drive Theory
A motivation theory based on the innate drives to acquire,bond,learn and defend that incorporates both emotions and rationality.
*Drive to Acquire This is to seek,take,control and retain o bjects and personal experiences.
*Drive to Bond This is to drive to form social relationship and develop mutual caring and commitments w/ others.
*Drive to Learn This is to drive to satisfy our curiosity,to know and understand ourselves and the environment around us.
*Drive to Defend This drive creates a “fight-or-flight” response in the face of personal danger.
Part 2: Managing Motivation through Goals,Expectations and Feedback
*Goal Setting and Feedback
The process of motivating employees