【正文】 age) ? The perceived probability that an individual’s effort will result in a certain level of performance. ?Instrumentality ? The perception that a particular level of performance will result in the attaining a desired oute (reward). ?Valence ? The attractiveness/importance of the performance reward (oute) to the individual. 169。 2022 Prentice Hall, Inc. All rights reserved. 16–41 From Theory to Practice: Guidelines for Motivating Employees ? Use goals ? Ensure that goals are perceived as attainable ? Individualize rewards ? Link rewards to performance ? Check the system for equity ? Use recognition ? Show care and concern for employees ? Don’t ignore money 169。 2022 Prentice Hall, Inc. All rights reserved. 16–26 Exhibit 16–8 Equity Theory 169。 2022 Prentice Hall, Inc. All rights reserved. 16–10 Early Theories of Motivation (cont’d) ? Herzberg’s MotivationHygiene Theory ?Job satisfaction and job dissatisfaction are created by different factors. ? Hygiene factors: extrinsic (environmental) factors that create job dissatisfaction. ? Motivators: intrinsic (psychological) factors that create job satisfaction. ?Attempted to explain why job satisfaction does not result in increased performance. ? The opposite of satisfaction is not dissatisfaction, but rather no satisfaction. 169。 2022 Prentice Hall, Inc. All rights reserved. 16–4 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Current Issues in Motivation ? Describe the crosscultural challenges of motivation. ? Discuss the challenges managers face in motivating unique groups of workers. ? Describe openbook management, employee recognition, payforperformance, and stock option programs. 169。 2022 Prentice Hall, Inc. All rights reserved. 16–19 Designing Motivating Jobs ? Job Design ?The way into which tasks can be bined to form plete jobs. ?Factors influencing job design: ? Changing anizational environment/structure ? The anization’s technology ? Employees’ skill, abilities, and preferences ?Job enlargement ? Increasing the job’s scope (number and frequency of tasks) ?Job enrichment ? Increasing responsibility and autonomy (depth) in a job. 169。 2022 Prentice Hall, Inc. All rights reserved. 16–35 Current Issues in Motivation (cont’d) ? Motivating Professionals ?Characteristics of professionals ? Strong and longterm mitment to their field of expertise. ? Loyalty is to their profession, not to the employer. ? Have the need to regularly update their knowledge. ? Don’t define their workweek as 8:00 am to 5:00 pm. ?Motivators for professionals ? Job challenge ? Organizational support of their work 169。 2022 Prentice Hall, Inc. All rights reserved. 16–37 Current Issues in Motivation (cont’d) ? Designing Appropriate Rewards Programs ?Openbook management ? Involving employees in workplace decision by opening up the financial statements of the employer. ?Employee recognition programs ? Giving personal attention and expressing interest, approval, and appreciation for a job well done. ?Payforperformance ? Variable pensation plans that reward employees on the basis of their performance: – Piece rates, wage incentives, profitsharing, and lumpsum bonuses 169。 2022 Prentice Hall, Inc. All rights reserved. 16–21 Exhibi