Soumettre la recherche
Mettre en ligne
Ob12 07st
•
Télécharger en tant que PPT, PDF
•
2 j'aime
•
1,089 vues
Jal Pari
Suivre
Formation
Business
Technologie
Signaler
Partager
Signaler
Partager
1 sur 33
Télécharger maintenant
Recommandé
Motivation1
Motivation1
dhirajsinghy2k
Dessler hrm12e ppt_12
Dessler hrm12e ppt_12
Qurat Ul Ain Aisha
Hrm10e ch10
Hrm10e ch10
kamelliachaichi
Hrm10e ch12
Hrm10e ch12
kamelliachaichi
Chapter 9 Planning Tools Techniques Ppt09
Chapter 9 Planning Tools Techniques Ppt09
D
Dessler hrm12e ppt_05
Dessler hrm12e ppt_05
obeden
Ob13 07
Ob13 07
K T Vigneswara Rao
Motivating employee
Motivating employee
Bbe Mee
Recommandé
Motivation1
Motivation1
dhirajsinghy2k
Dessler hrm12e ppt_12
Dessler hrm12e ppt_12
Qurat Ul Ain Aisha
Hrm10e ch10
Hrm10e ch10
kamelliachaichi
Hrm10e ch12
Hrm10e ch12
kamelliachaichi
Chapter 9 Planning Tools Techniques Ppt09
Chapter 9 Planning Tools Techniques Ppt09
D
Dessler hrm12e ppt_05
Dessler hrm12e ppt_05
obeden
Ob13 07
Ob13 07
K T Vigneswara Rao
Motivating employee
Motivating employee
Bbe Mee
Robbins9 ppt13
Robbins9 ppt13
Raviraj Prasad Kushwaha
Dessler 12 (1)
Dessler 12 (1)
Avinash Kumar
Hrm10e ch03
Hrm10e ch03
kamelliachaichi
Chapter9performanceappraisal 120614100639-phpapp02
Chapter9performanceappraisal 120614100639-phpapp02
Asad CH
Human Resources and Management
Human Resources and Management
Abdul Wahab Raza
Dessler ch 10-managing careers
Dessler ch 10-managing careers
Shamsil Arefin
Dessler hrm12e ppt_04
Dessler hrm12e ppt_04
obeden
Robbins9 ppt12
Robbins9 ppt12
umar0007
Dessler ch 12-pay for performance and financial incentive
Dessler ch 12-pay for performance and financial incentive
Shamsil Arefin
Hrm 11e dessler 01
Hrm 11e dessler 01
Mina Gergis
Mbo n bars
Mbo n bars
Rao Kamran
Chapter 6 Jobs and Job Analysis
Chapter 6 Jobs and Job Analysis
Rayman Soe
Job Evaluation - Compensation and Benefit Management (HR)
Job Evaluation - Compensation and Benefit Management (HR)
Priyadarsini Palaniapan
Garry Dessler Human Resource Management Chapter 4 Part 2
Garry Dessler Human Resource Management Chapter 4 Part 2
Sara Araby
Hrm 11e dessler 04
Hrm 11e dessler 04
Mina Gergis
Hrm 11e dessler 06
Hrm 11e dessler 06
Mina Gergis
05 ipe 491 motivation, wages and incentives plan
05 ipe 491 motivation, wages and incentives plan
Zahir Jhon
Dessler 10
Dessler 10
Avinash Kumar
Hrm10e ch01
Hrm10e ch01
Hasan Al Banna Sarker
Fall2012 ppt ch03 dessler
Fall2012 ppt ch03 dessler
obeden
Ch7 ob
Ch7 ob
Beacon House
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Engr Razaque
Contenu connexe
Tendances
Robbins9 ppt13
Robbins9 ppt13
Raviraj Prasad Kushwaha
Dessler 12 (1)
Dessler 12 (1)
Avinash Kumar
Hrm10e ch03
Hrm10e ch03
kamelliachaichi
Chapter9performanceappraisal 120614100639-phpapp02
Chapter9performanceappraisal 120614100639-phpapp02
Asad CH
Human Resources and Management
Human Resources and Management
Abdul Wahab Raza
Dessler ch 10-managing careers
Dessler ch 10-managing careers
Shamsil Arefin
Dessler hrm12e ppt_04
Dessler hrm12e ppt_04
obeden
Robbins9 ppt12
Robbins9 ppt12
umar0007
Dessler ch 12-pay for performance and financial incentive
Dessler ch 12-pay for performance and financial incentive
Shamsil Arefin
Hrm 11e dessler 01
Hrm 11e dessler 01
Mina Gergis
Mbo n bars
Mbo n bars
Rao Kamran
Chapter 6 Jobs and Job Analysis
Chapter 6 Jobs and Job Analysis
Rayman Soe
Job Evaluation - Compensation and Benefit Management (HR)
Job Evaluation - Compensation and Benefit Management (HR)
Priyadarsini Palaniapan
Garry Dessler Human Resource Management Chapter 4 Part 2
Garry Dessler Human Resource Management Chapter 4 Part 2
Sara Araby
Hrm 11e dessler 04
Hrm 11e dessler 04
Mina Gergis
Hrm 11e dessler 06
Hrm 11e dessler 06
Mina Gergis
05 ipe 491 motivation, wages and incentives plan
05 ipe 491 motivation, wages and incentives plan
Zahir Jhon
Dessler 10
Dessler 10
Avinash Kumar
Hrm10e ch01
Hrm10e ch01
Hasan Al Banna Sarker
Fall2012 ppt ch03 dessler
Fall2012 ppt ch03 dessler
obeden
Tendances
(20)
Robbins9 ppt13
Robbins9 ppt13
Dessler 12 (1)
Dessler 12 (1)
Hrm10e ch03
Hrm10e ch03
Chapter9performanceappraisal 120614100639-phpapp02
Chapter9performanceappraisal 120614100639-phpapp02
Human Resources and Management
Human Resources and Management
Dessler ch 10-managing careers
Dessler ch 10-managing careers
Dessler hrm12e ppt_04
Dessler hrm12e ppt_04
Robbins9 ppt12
Robbins9 ppt12
Dessler ch 12-pay for performance and financial incentive
Dessler ch 12-pay for performance and financial incentive
Hrm 11e dessler 01
Hrm 11e dessler 01
Mbo n bars
Mbo n bars
Chapter 6 Jobs and Job Analysis
Chapter 6 Jobs and Job Analysis
Job Evaluation - Compensation and Benefit Management (HR)
Job Evaluation - Compensation and Benefit Management (HR)
Garry Dessler Human Resource Management Chapter 4 Part 2
Garry Dessler Human Resource Management Chapter 4 Part 2
Hrm 11e dessler 04
Hrm 11e dessler 04
Hrm 11e dessler 06
Hrm 11e dessler 06
05 ipe 491 motivation, wages and incentives plan
05 ipe 491 motivation, wages and incentives plan
Dessler 10
Dessler 10
Hrm10e ch01
Hrm10e ch01
Fall2012 ppt ch03 dessler
Fall2012 ppt ch03 dessler
Similaire à Ob12 07st
Ch7 ob
Ch7 ob
Beacon House
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Engr Razaque
Chapter 12
Chapter 12
WanBK Leo
Motivation from Concepts to Application by Iqbal
Motivation from Concepts to Application by Iqbal
Iqbal
(Mb asubjects.com)ob11 07st
(Mb asubjects.com)ob11 07st
International advisers
(Mb asubjects.com)ob11 07st
(Mb asubjects.com)ob11 07st
International advisers
Maintaining Effective Workforce Partnership with Workforce
Maintaining Effective Workforce Partnership with Workforce
minnoo
5 organizing (part 1)
5 organizing (part 1)
Baby'z Girlz
Motivation applications.ppt
Motivation applications.ppt
SaiMeena6
Ob11 07st
Ob11 07st
Knowlittle Matharu
Job Design
Job Design
Surendhar Dhandapani
14 Managing and Innovation.ppt
14 Managing and Innovation.ppt
huachuhulk
(Mb asubjects.com)ob11 06st
(Mb asubjects.com)ob11 06st
International advisers
(Mb asubjects.com)ob11 06st
(Mb asubjects.com)ob11 06st
International advisers
Ob12 06st
Ob12 06st
Jal Pari
Lecture 3 pay for performance and financial incentives
Lecture 3 pay for performance and financial incentives
Dr Vijay Pithadia Director
Copy of robbins ob13 ins_ppt07
Copy of robbins ob13 ins_ppt07
Gary Hillali
Chap12humanresourcemanagement managementbyrobbinscoulter9e-130131131622-phpapp02
Chap12humanresourcemanagement managementbyrobbinscoulter9e-130131131622-phpapp02
Usman Haider
Ch07
Ch07
Rahul Jha
Human Resource Management
Human Resource Management
Roni Saputra
Similaire à Ob12 07st
(20)
Ch7 ob
Ch7 ob
Ob 14e 8 concepts to application
Ob 14e 8 concepts to application
Chapter 12
Chapter 12
Motivation from Concepts to Application by Iqbal
Motivation from Concepts to Application by Iqbal
(Mb asubjects.com)ob11 07st
(Mb asubjects.com)ob11 07st
(Mb asubjects.com)ob11 07st
(Mb asubjects.com)ob11 07st
Maintaining Effective Workforce Partnership with Workforce
Maintaining Effective Workforce Partnership with Workforce
5 organizing (part 1)
5 organizing (part 1)
Motivation applications.ppt
Motivation applications.ppt
Ob11 07st
Ob11 07st
Job Design
Job Design
14 Managing and Innovation.ppt
14 Managing and Innovation.ppt
(Mb asubjects.com)ob11 06st
(Mb asubjects.com)ob11 06st
(Mb asubjects.com)ob11 06st
(Mb asubjects.com)ob11 06st
Ob12 06st
Ob12 06st
Lecture 3 pay for performance and financial incentives
Lecture 3 pay for performance and financial incentives
Copy of robbins ob13 ins_ppt07
Copy of robbins ob13 ins_ppt07
Chap12humanresourcemanagement managementbyrobbinscoulter9e-130131131622-phpapp02
Chap12humanresourcemanagement managementbyrobbinscoulter9e-130131131622-phpapp02
Ch07
Ch07
Human Resource Management
Human Resource Management
Plus de Jal Pari
Organizational Behavior
Organizational Behavior
Jal Pari
Ob12 18st
Ob12 18st
Jal Pari
Ob12 17st
Ob12 17st
Jal Pari
Ob12 16st
Ob12 16st
Jal Pari
Ob12 15st
Ob12 15st
Jal Pari
Ob12 14st
Ob12 14st
Jal Pari
Ob12 13st
Ob12 13st
Jal Pari
Ob12 12st
Ob12 12st
Jal Pari
Ob12 11st
Ob12 11st
Jal Pari
Ob12 10st
Ob12 10st
Jal Pari
Ob12 09st
Ob12 09st
Jal Pari
Ob12 08st
Ob12 08st
Jal Pari
Ob12 05st
Ob12 05st
Jal Pari
Ob12 04st
Ob12 04st
Jal Pari
Ob12 03st
Ob12 03st
Jal Pari
Ob12 02st
Ob12 02st
Jal Pari
Ob12 01st
Ob12 01st
Jal Pari
Plus de Jal Pari
(17)
Organizational Behavior
Organizational Behavior
Ob12 18st
Ob12 18st
Ob12 17st
Ob12 17st
Ob12 16st
Ob12 16st
Ob12 15st
Ob12 15st
Ob12 14st
Ob12 14st
Ob12 13st
Ob12 13st
Ob12 12st
Ob12 12st
Ob12 11st
Ob12 11st
Ob12 10st
Ob12 10st
Ob12 09st
Ob12 09st
Ob12 08st
Ob12 08st
Ob12 05st
Ob12 05st
Ob12 04st
Ob12 04st
Ob12 03st
Ob12 03st
Ob12 02st
Ob12 02st
Ob12 01st
Ob12 01st
Dernier
fourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writing
TeacherCyreneCayanan
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
Maestría en Comunicación Digital Interactiva - UNR
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
Jayanti Pande
Gardella_PRCampaignConclusion Pitch Letter
Gardella_PRCampaignConclusion Pitch Letter
MateoGardella
Basic Civil Engineering first year Notes- Chapter 4 Building.pptx
Basic Civil Engineering first year Notes- Chapter 4 Building.pptx
Denish Jangid
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
QucHHunhnh
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Thiyagu K
Activity 01 - Artificial Culture (1).pdf
Activity 01 - Artificial Culture (1).pdf
ciinovamais
Measures of Dispersion and Variability: Range, QD, AD and SD
Measures of Dispersion and Variability: Range, QD, AD and SD
Thiyagu K
Unit-V; Pricing (Pharma Marketing Management).pptx
Unit-V; Pricing (Pharma Marketing Management).pptx
VishalSingh1417
Ecological Succession. ( ECOSYSTEM, B. Pharmacy, 1st Year, Sem-II, Environmen...
Ecological Succession. ( ECOSYSTEM, B. Pharmacy, 1st Year, Sem-II, Environmen...
Shubhangi Sonawane
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptx
VishalSingh1417
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
TechSoup
Introduction to Nonprofit Accounting: The Basics
Introduction to Nonprofit Accounting: The Basics
TechSoup
1029-Danh muc Sach Giao Khoa khoi 6.pdf
1029-Danh muc Sach Giao Khoa khoi 6.pdf
QucHHunhnh
Mixin Classes in Odoo 17 How to Extend Models Using Mixin Classes
Mixin Classes in Odoo 17 How to Extend Models Using Mixin Classes
Celine George
Advance Mobile Application Development class 07
Advance Mobile Application Development class 07
Dr. Mazin Mohamed alkathiri
ICT Role in 21st Century Education & its Challenges.pptx
ICT Role in 21st Century Education & its Challenges.pptx
AreebaZafar22
How to Give a Domain for a Field in Odoo 17
How to Give a Domain for a Field in Odoo 17
Celine George
Making and Justifying Mathematical Decisions.pdf
Making and Justifying Mathematical Decisions.pdf
Chris Hunter
Dernier
(20)
fourth grading exam for kindergarten in writing
fourth grading exam for kindergarten in writing
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
Gardella_PRCampaignConclusion Pitch Letter
Gardella_PRCampaignConclusion Pitch Letter
Basic Civil Engineering first year Notes- Chapter 4 Building.pptx
Basic Civil Engineering first year Notes- Chapter 4 Building.pptx
1029 - Danh muc Sach Giao Khoa 10 . pdf
1029 - Danh muc Sach Giao Khoa 10 . pdf
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Activity 01 - Artificial Culture (1).pdf
Activity 01 - Artificial Culture (1).pdf
Measures of Dispersion and Variability: Range, QD, AD and SD
Measures of Dispersion and Variability: Range, QD, AD and SD
Unit-V; Pricing (Pharma Marketing Management).pptx
Unit-V; Pricing (Pharma Marketing Management).pptx
Ecological Succession. ( ECOSYSTEM, B. Pharmacy, 1st Year, Sem-II, Environmen...
Ecological Succession. ( ECOSYSTEM, B. Pharmacy, 1st Year, Sem-II, Environmen...
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptx
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
Introduction to Nonprofit Accounting: The Basics
Introduction to Nonprofit Accounting: The Basics
1029-Danh muc Sach Giao Khoa khoi 6.pdf
1029-Danh muc Sach Giao Khoa khoi 6.pdf
Mixin Classes in Odoo 17 How to Extend Models Using Mixin Classes
Mixin Classes in Odoo 17 How to Extend Models Using Mixin Classes
Advance Mobile Application Development class 07
Advance Mobile Application Development class 07
ICT Role in 21st Century Education & its Challenges.pptx
ICT Role in 21st Century Education & its Challenges.pptx
How to Give a Domain for a Field in Odoo 17
How to Give a Domain for a Field in Odoo 17
Making and Justifying Mathematical Decisions.pdf
Making and Justifying Mathematical Decisions.pdf
Ob12 07st
1.
© 2007 Prentice
Hall Inc. All rights reserved. Motivation: From Concepts to Applications Chapter SEVEN
2.
3.
4.
5.
The Job Characteristics
Model © 2007 Prentice Hall Inc. All rights reserved. E X H I B I T 7 –1 Source: J.R. Hackman and G.R. Oldham, Work Design (excerpted from pp. 78–80). © 1980 by Addison-Wesley Publishing Co., Inc. Reprinted by permission of Addison-Wesley Longman, Inc.
6.
Job Design Theory
(cont’d) © 2007 Prentice Hall Inc. All rights reserved. Skill Variety The degree to which a job requires a variety of different activities (how may different skills are used in a given day, week, month?). Task Identity The degree to which the job requires completion of a whole and identifiable piece of work (from beginning to end). Task Significance The degree to which the job has a substantial impact on the lives or work of other people.
7.
Job Design Theory
(cont’d) © 2007 Prentice Hall Inc. All rights reserved. Autonomy The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. Feedback The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.
8.
Computing a Motivating
Potential Score © 2007 Prentice Hall Inc. All rights reserved. People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work outcome variables rather than influencing them directly.
9.
Job Design and
Scheduling © 2007 Prentice Hall Inc. All rights reserved. Job Rotation The periodic shifting of a worker from one task to another. Job Enlargement The horizontal expansion of jobs. Job Enrichment The vertical expansion of jobs.
10.
Guidelines for Enriching
a Job © 2007 Prentice Hall Inc. All rights reserved. E X H I B I T 7 –2 Source: J.R. Hackman and J.L. Suttle, eds., Improving Life at Work (Glenview, IL: Scott Foresman, 1977), p. 138.
11.
Alternative Work Arrangements
© 2007 Prentice Hall Inc. All rights reserved. Flextime Employees work during a common core time period each day but have discretion in forming their total workday from a flexible set of hours outside the core. Job Sharing The practice of having two or more people split a 40-hour-a-week job .
12.
Example of a
Flextime Schedule © 2007 Prentice Hall Inc. All rights reserved. E X H I B I T 7 –3
13.
14.
15.
Performance =
f (A x M x O) © 2007 Prentice Hall Inc. All rights reserved. E X H I B I T 6 –9 Source: Adapted from M. Blumberg and C.D. Pringle, “The Missing Opportunity in Organizational Research: Some Implications for a Theory of Work Performance,” Academy of Management Review , October 1982, p. 565.
16.
What is Employee
Involvement? © 2007 Prentice Hall Inc. All rights reserved. Employee Involvement Program A participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization’s success.
17.
Examples of Employee
Involvement Programs © 2007 Prentice Hall Inc. All rights reserved. Participative Management A process in which subordinates share a significant degree of decision-making power with their immediate superiors.
18.
Examples of Employee
Involvement Programs (cont’d) © 2007 Prentice Hall Inc. All rights reserved. Representative Participation Workers participate in organizational decision making through a small group of representative employees. Works Councils Groups of nominated or elected employees who must be consulted when management makes decisions involving personnel. Board Representative A form of representative participation; employees sit on a company’s board of directors and represent the interests of the firm’s employees.
19.
Examples of Employee
Involvement Programs (cont’d) © 2007 Prentice Hall Inc. All rights reserved. Quality Circle A work group of employees who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions.
20.
Linking EI Programs
and Motivation Theories © 2007 Prentice Hall Inc. All rights reserved. Employee Involvement Programs Theory Y (Believing employees want to be involved) Two-Factor Theory ( Intrinsic Motivation) ERG Theory ( Employee Needs)
21.
22.
23.
Variable Pay Programs
(cont’d) © 2007 Prentice Hall Inc. All rights reserved. Profit-Sharing Plans Organization wide programs that distribute compensation based on some established formula designed around a company’s profitability. Gain Sharing A technique that compensates workers based on improvements in the company's productivity. Piece-rate Pay Plans Workers are paid a fixed sum for each unit of production completed.
24.
Rewarding Employees
© 2007 Prentice Hall Inc. All rights reserved. Employee Stock Ownership Plans (ESOPs) Company-established benefit plans in which employees acquire stock as part of their benefits.
25.
26.
27.
Linking Skill-based Plans
and Motivation Theories © 2007 Prentice Hall Inc. All rights reserved. Skill Based Pay Plans Reinforcement Theory Equity Theory ERG Theory (Growth) McClelland’s Need for Achievement
28.
Flexible Benefits ©
2007 Prentice Hall Inc. All rights reserved. Flexible Spending Plans: allow employees to use their tax-free benefit dollars to purchase benefits and pay service premiums. Modular Plans: predesigned benefits packages for specific groups of employees. Core-Plus Plans: a core of essential benefits and a menu-like selection of other benefit options. Employees tailor their benefit program to meet their personal need by picking and choosing from a menu of benefit options.
29.
30.
© 2007 Prentice
Hall Inc. All rights reserved. E X H I B I T 7 –2 From the Wall Street Journal, October 21, 1997. Reprinted by permission of Cartoon Features Syndicate.
31.
32.
33.
© 2007 Prentice
Hall Inc. All rights reserved. According to Expectancy Theory, a student will not be motivated to attend class if s/he doesn’t care about grades. What other kind of application might be plausible for a professor to implement as a reward theory in class? Use models from this chapter to discuss with a classmate and arrive at a suggestion. Chapter Check-Up: Motivation Applications
Notes de l'éditeur
Existence, relatedness, growth
Self-inside, experiences in other positions inside the organization Self-outside, experiences in other positions outside the organization Other-inside, other employees within the organization Other-outside, other employees outside the organization
Télécharger maintenant