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11
Motivating
and Rewarding
Employees

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 Learning Outcomes
 Define and explain motivation.
 Compare and contrast early theories of
motivation.
 Compare and contrast contemporary
theories of motivation.
 Discuss current issues in motivating
employees.

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Define and explain
motivation.

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What is Motivation?

 Energy
 Direction
 Persistence

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11-2 Compare and
contrast early
theories of
motivation.

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Maslow’s Hierarchy of Needs

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 McGregor’s Theory X
and Theory Y
Theory X Theory Y
 Little ambition  Enjoy work
 Dislike work  Seek and accept
 Avoid responsibility responsibility
 Must be closely  Exercise self-
controlled direction

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Herzberg’s Two-Factor Theory

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Satisfaction vs.
Dissatisfaction

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 McClelland’s
Three-Needs Theory
Three acquired needs are work motives:
1. Need for achievement
2. Need for power
3. Need for affiliation

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11-3 Compare and
contrast
contemporary
theories of
motivation.

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Goal-Setting Theory

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Influences on Job Performance

 Feedback
 Goal commitment
 Adequate self-efficacy
 National culture

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Job Characteristics Model

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Job Design and Motivation

Internal rewards are obtained when an

employee learns that he or she
personally has performed well on a task
he or she cares about.

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Guidelines for Job Redesign

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Equity Theory

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Expectancy Theory

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Integrating Motivation Theories

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A Closer Look at the Model

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Discuss current
issues in motivating
employees.

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Current Issues

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 Country Culture
and Motivation
Managers can’t assume that motivational
programs that work in one geographic
location are going to work in others.

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Cross-Cultural Differences

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Unique Groups of Workers
Motivating:
 Diverse employees
 Professionals
 Contingent workers

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 Designing Appropriate
Rewards Programs
 Open-book management
 Employee recognition programs

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Pay-for-Performance

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Low-Cost Rewards Program

 Clarify role in organization

 Keep communication open
 Show individual company cares

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