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激励与绩效 李巧幸  QQ:540702133 Gmail/Gtalk/MSN:liqiaoxing168@gamil.com
如果你想知道…… 为什么用来激励员工在新的一年继续努力工作的年终奖,      会成为年后集中跳槽的动因? 什么是负激励? 绩效为什么等于能力乘以激励? 单一导向的激励为什么会产生类似毒品的效应? 为什么说激励应该是八面玲珑的? 人与人的亲近关系是怎样对员工产生激励作用的? 为什么长期忽略员工的趣味和信仰,就会形成负激励? 激励的技法和心法有什么不同?  为什么真正有效的激励是让被激励者实现自我激励?
下面让我们一起来探寻这块奶酪……
激励理论与绩效 A. 激励 a. 激励的内涵 b. 激励理论 c. 内容型激励—需求层次 双因素 分配公平感 d. 激励:从概念到应用 B. 绩效 a.员工激励方案—外源性激励 b. 员工激励—内源性激励
界定相关概念 动机:由一种目标或对象所引导、激发和维持的个体活动的             内在心理过程或内部动力。 动机的分类:基本动机、次级动机 内源性动机(intrinsic)    外源性动机(extrinsic) 激励:个体为实现目标而付出的努力的强度、方向和坚持性
内容型激励理论 特点:对引发动机的因素进行研究。 理论: 1.需求层次论(Hierarchy Needs) 2.双因素理论(Motivation/Hygiene)
需求层次理论(Maslow’s Hierarchy of Needs) 人类的基本需要是一种有相对优势的层级结构。 低层次需要(Lower Order Deficiency Needs) 安全 (Safety) 生理 (Physiological) 高层次需要(Higher Order Growth Needs) 自尊(Esteem) 社交(Social) 自我实现(Self Actualization)
双因素理论(Two-Factor Theory)
                                分配公平感 企业员工对薪酬的公平感,也就是对薪酬发放是否公正的认识与判断,是设计薪酬制度和进行薪酬管理时首要考虑的因素。 ,[object Object],     (同行业、同地区或同等规模的不同企业中类似的薪酬应基本相同) ,[object Object],  (同一企业中,不同岗位的员工所获得的薪酬应正比于其各自对企业作出的贡献) ,[object Object],    (同一企业中占据相同岗位的员工,其所获得的薪酬应与其贡献成正比)
激励理论整合  (图:波特劳勒的综合激励模型)
激励:从概念到应用    决定工作绩效的因素:        Motivation   激励 绩效=f(主客观条件)     绩效=能力*激励 f= 能力水平,技术水平,对任务的理解,努力于某一工作的选择,努力程度的选择,见此努力的时间,个体不能控制的有利和不利水平。               ——J.P.Campbell
员工激励方案——外源性激励 支付:建立薪酬结构 如何支付: 浮动工资方案    技能工资方案    灵活福利  http://www.21cbr.com/html/magzine/200502006/agenda/200812/05457.html
员工激励——内源性激励 技能的多样性 任务的完整性 任务的重要性 工作的自主性 工作反馈 体验到工作的 意义 体验到对工作结果的责任 了解工作活动的 实际结果 高度的内部动机 高质量的工作绩效 对工作的高度满意度 低缺勤率和流动率 员工成长需要强度
Thank you~!

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激励与绩效