[教育學(xué)]工作中的激勵(lì)(編輯修改稿)
2024-11-10 09:45 本頁(yè)面
【文章內(nèi)容簡(jiǎn)介】 he drive to excel, to achieve in relation to a set of standards, to strive to succeed. ? Need for Power ? A strong desire to influence others, making a significant impact or impression. ? Need for Affiliation ? The desire for friendly and close interpersonal relationships People with high need for achievement prefer jobs that offer Personal Responsibility Feedback Moderate risk (including goals) 評(píng)價(jià) ? Tells us that high need achievers do not necessarily make good managers, since high achievers are more interested in how they do personally. ? Good empirical support, particularly on needs achievement. Summarizing the Various Needs Theories 四、過(guò)程型激勵(lì)理論 期望理論 ? 弗洛姆 《 工作與激勵(lì) 》 ? 理論內(nèi)容：一種行為傾向的強(qiáng)度取決于個(gè)體對(duì)于這種行為可能帶來(lái)的結(jié)果的期望強(qiáng)度以及這種結(jié)果對(duì)行為者的引力。 ? M = V* E* I motivation value expectancy instrumentaliy Performance Reward Effort Effort Perceived effort performance probability Perceived value of reward Perceived performance reward probability “If I work hard, will I get the job done?” “What rewards will I get when the job is done?” “What rewards do I value?” Steps to Increasing Motivation at Work place, Using Expectancy Theory Improving Expectancy (Improve the ability of the individual to perform) training, selection, resources, clarify roles, provide coaching and feedback Improving Instrumenta
教學(xué)課件相關(guān)推薦
鄂ICP備17016276號(hào)-1