【正文】 8 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Maslow抯 Hierarchy of Needs SelfActualization Use of abilities Selffulfillment Social Group Interaction Job Status Ego Self Respect Safety Physical Safety Job Security Physiology Food Shelter Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1033 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Herzberg抯 Motivation/Hygiene Factors ?Achievement ?Recognition ?Advancement ?Work itself ?Responsibility ?Personal growth ?Company policies and administration ?Supervision technical ?Working conditions ?Interpersonal relations supervision ?Status ?Job security ?Salary Job Dissatisfiers (Hygiene) Job Satisfiers (Motivators) Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1034 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Job Characteristics 168。 Incentive systems 168。 Gain sharing: Reward for pany performance (., cost reduction) 168。 Bonuses: Cash stock options 168。 Herzberg (1959) 168。 Maslow抯 theory (1943) 168。 Workers are motivated mainly by money 168。 Money may serve as a psychological financial motivator Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1030 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Motivation and Money 168。 Work environment 168。 Motivation 168。 Conclusion: Social pressure caused workers to produce at groupnorm level Hawthorne Studies: Piecework Pay Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1029 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Motivation 168。 Scientific management assumes that people are motivated only by money 168。 Examined effects of group piecework pay system on productivity 168。 Result: Productivity increased regardless of lighting level 168。 Originally intended to examine effects of lighting on productivity 168。 Showed importance of the individual in the workplace 168。 Conducted in late 1920抯 168。 Autonomy 168。 Job identify 168。 First examined in 慔 awthorne studies Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1025 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Core Job Characteristics 168。 Effective worker behavior es mostly from within the individual 168。 Individuals have values, attitudes, and emotions that affect job results 168。 Increased accident rates may occur 168。 Higher wages are required since the worker must utilize a higher level of skill 168。 Higher capital cost 168。 Increased accident rates 168。 Higher wages required 168。 Workers?preferences 168。 Employee empowerment Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1018 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Job Expansion/Enrichment Present Job Control Planning Enriched Job Task 3 Task 2 Enlarged Job Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1019 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 168。 Job enrichment 168。 Methods 168。 Process of adding more variety to jobs 168。 Use more specialized tools 168。 Greater dexterity faster learning 168。 Observed how workers in pin factory divided tasks into smaller ponents 168。 Assigning specialists to do each part 168。 Involves 168。 Motivation and incentive systems 168。 Psychological ponents 168。 Job specialization 168。 Results in job description 168。 How it is to be done (., tools etc.) 168。 Involves determining 168。 consequently restricts efficiency of production Transparency Masters to acpany Operations Management, 5E (Heizer Render) 1013 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 Job Design 168。 Often result of union pressure 168。 when they can do it 168。 Specify 168。 Parttime 168。 Flexible work week 168。 Flextime 168。 Standard work schedule 168。 idle time when demand is low 168。 maintains a trained workforce 168。 labor wage premium 168。 hiring/firing 168。 keeps direct labor costs tied closely to production 168。 To manage labor and design jobs so people are effectively and efficiently utilized Transparency Masters to acpany Operations Management, 5E (Heizer Render) 107 ?1998 by Prentice Hall, Inc. A Simon Schuster Company Upper Saddle River, . 07458 People and Work System Goals Use people efficiently within constraints Provide reasonable quality of work life ?1995 Corel Corp. Transparency Maste