【经营管理】组织行为学(4)

1、Class 6.Applications of Motivation6.1 Management by Objective A program that encompasses specific goals,particularly set,for an explicit time period,with feedback on goal progress1MBO 4 ingredients:goal specificity,participative D-M,an explicit time period,& performance feedback Converting overall o

2、rganizational objectives into specific objectives for organizational units and individual membersobjectives cascade down through the organization: overall organizational,divisional,departmental, individual objectives Linking MBO and Goal-setting theory:specific hard goals.Area of possible disagreeme

3、nt-participation MBO In practice2Class 6.Applications of Motivation6.2 Behavior Modification A program where managers identify performance-related employee behaviors & then implement an intervention strategy to strengthen desirable performance behaviors & weaken undesirable performance behaviors 3OB

4、 Mod Emery Air Fright use containers5-step problem-solving model: (1)identification of performance-related behaviors;(2)measurement of the behaviors; (3) identification of behaviors contingencies; (4)development & implementation of an intervention strategy;(5)evaluation of performance improvementRei

5、nforcement theory4Class 6.Applications of Motivation6.3 Employee Involvement A participative process that uses the entire capacity of employees & is designed to encourage increased commitment to the organizations success 5Examples ofparticipative management:A process where subordinates share a signi

6、ficant degree of decision-making power with their immediate superiorrepresentative participation:workers participate in organizational decision making through a small group of representative employees Works councils: group of nominated or elected employees who must be consulted when management makes

7、 decisions involving personnel Board representatives:a form of representative participation. Employees sit on a companys board of directors & represent the interests of the firms employees 6Examples ofQuality circle: a work group of 8-10 employees who meet regularly to discuss their quality problems

8、,investigate causes,recommend solutions,& take corrective actions Management retains control over the final decision; improve productivity;a simple device?Employee stock ownership plans(ESOPs):company-established benefit plans in which employees acquire stock as part of their benefitsLinking:Theory

9、Y;ERG theoryIn practice 7Class 6.Applications of Motivation6.4 Variable pay A portion of an employees pay is based on some individual &/or organizational measurement84 of the widely used modelPiece-rate pay plan:workers are paid a fixed sum for each unit of production completedBonusProfit-sharing pl

10、ans:organization-wide programs that distribute compensation based on some established formula designed around a companys profitabilityGainsharing:an incentive plan where improvement in group productivity determines the total amount of money that is allocatedexpectancy theory 96.5 Skill-based payPay

11、levels are based on how many skills employee have or how many jobs they can doFlexibility,Downsize,facilitate communication, meet the needs of ambitious employees, performance improvement. Downside:obsolete,immediate needs,dont address level of performancelinking:ERG theory,Achievement needs,reinfor

12、crment 106.6 Flexible benefitEmployees tailor their benefit program to meet their personal needs by picking & closing from a menu of benefit options.Expectancy theory 116.7 Comparable worthA doctrine that holds that jobs equal in value to an organization should be equally compensated, weather or not

13、 the work content of those jobs is similar expands the notion of “equal pay for equal work” to include jobs that are dissimilar but comparable value Supply-demand factors in market;public sector;Private sectors126.8 Special issuesMotivating professions-long-term commit to their field of expertise; keep current in; autonomytemporary workers-freedom;highly compensated;permanent status;skillsthe diversified workforce-flexible wo