Motivating and Rewarding Employee Performance

Motivating and Rewarding Employee Performance *Mars Model A mannikin that outlines the four factors that influence an employees voluntary behavior and resulting preformance. The want,ability,role perceptions and situational factors. *indigence The forces within a person that affects his or her direction,intensity,and persistence of voluntary behavior. *Ability Consists of both the natural aptitudes and learned capabilities required to succesfully complete a task. procedure Perceptions Employees who feel engaged in their jobs not only have the necessary motivation and competencies to perform their deed but also understand the specific tasks assigned to them. *Situational Factors Include conditions beyond the employees immediate control that hold or facilitate his or her behavior and performances. Motivating Employee A Three-Part Process Part 1 Managing want through holds and Needs *Drives Instinctive tendencies to seek particular goals or maintain internal stability. Needs in the main conscious deficiencies that energize or trigger behaviors to satisfy your needs. *Maslows Needs Hierarchy Theory A motivation theory of needs arranged in a hierarchy,whereby people are motivated to fill up a higher need as a lower one becomes gratified. Four-Drive Theory A motivation theory based on the innate drives to acquire,bond,learn and defend that incorporates both emotions and rationality. *Drive to Acquire This is to seek,take,control and retain o bjects and personal experiences. Drive to Bond This is to drive to form social relationship and develop mutual condole with and commitments w/ others. *Drive to Learn This is to drive to satisfy our curiosity,to know and understand ourselves and the environment around us. *Drive to Defend This drive creates a fight-or-flight response in the face of personal danger. Part 2 Managing Motivation through Goals,Expectations and Feedback *Goal Setting and Feedback The process of motivating employees and clarifying their role p erceptions by establishing performance objectives. inclined(p) byHarieth Velasco