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Susan E. Jackson
John W. Slocum, Jr.
MANAGING: A COMPETENCY
BASED APPROACH
11th Edition
(continued)
Chapter 14: PowerPoint 14.1
Learning Goals (cont’d)
Feedback
No Motivation and
No Dissatisfaction
Dissatisfaction
Low High Low High
Hygienes Motivators
Chapter 14: PowerPoint 14.23 (Adapted from Figure 14.7)
Organizational Approach: Two-Factor
Theory
Hygiene factors
Absence of dissatisfaction is an essential, but not
sufficient, condition for creating a motivated
workforce
Help create work setting that makes it possible
to motivate employees
Motivator factors
Presence results in employees who feel excited
and committed to their work
Chapter 14: PowerPoint 14.24
Organizational Approach: Treating
People Fairly
Decrease outputs
Change compensation (outcome) through
legal or other actions
Modify comparison by choosing another
person or group to evaluate oneself against
Distort reality by rationalizing that the
inequities are justified
Leave the situation (quit job)
Chapter 14: PowerPoint 14.27
Need: feeling of deficiency in some aspect of a
person’s life that creates an uncomfortable
tension
Tension becomes a motivating force
(continued)
Chapter 14: PowerPoint 14.29
Esteem needs: desire for self-respect, a sense
of personal achievement, and recognition
from others
Moving Down
Frustration-regression hypothesis: when an
individual is frustrated in meeting higher level
needs, the next lower level needs reemerge and
again direct behavior
Chapter 14: PowerPoint 14.31
Self-
Fru
n
Actualization
sio
s
tra
res
t
ion
rog
Esteem
-
Reg
n-P
ctio
r
ess
Affiliation
is fa
ion
Sat
Security
Physiological
Chapter 14: PowerPoint 14.32 (Adapted from Figure 14.8)
Clearly communicate the organization’s mission
to employees and explain how their contribution
to the organization will help the organization
realize its mission
State the behaviors and performance
achievements that are desired and explain
how they will be rewarded
Design jobs with high motivating potential