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SMALL BUSINESSES CAN MOTIVATE WITHOUT BIG COSTS
GROUP SMALL BUSINESS SMALL BUSINESSES CAN MOTIVATE WITHOUT BIG COSTS MCGEGOR’S THEORY X AND THEORY Y THEORY X THEORY Y OUCHI’S THEORY Z GOAL- SETTING THEORY AND MANAGEMENT BY OBJECTIVES MEETING EMPLOYEE EXPECTATIONS: EXPECTANCY THEORY REINFORCUNG EMPLOYEE PERFORMANCE: REINFORCEMRNT THEORY TREATING EMPLOYEES FAIRLY: EQUITY THEORY BUILDING TEAMWORK THROUGH OPEN COMMUNICATION MOTIVATION IN THE FUTURE MCGREGOR’S THEORY X AND THEORY Y Douglas McGregor (1906–1964) was a Management professor at the MIT Sloan School of Management and president of Antioch College from 1948 to 1954 In his 1960 book, The Human Side of Enterprise, Douglas McGregor proposed two theories by which to view employee motivation These theories are Theory X and Theory Y THEOR Y X Assume that employees dislike work and avoid responsibility Must therefore be coerced into pursuing organization’s goal Theory X similar to Taylorism /scientific management THEORY Y - Assume that employees take a voluntary, active interest in their work - Employees don’t view work as a burden imposed on them Management makes a relaxed managerial atmosphere for workers to go beyond the goals set by management Employees are given empowerment EMPOWERMENT - Definition - It is a real motivator if the management follows three steps: Find out what people think the problems in the organization are Let them design the solutions Get out of the way and let them put those solutions into action OUCHI’S THEORY Z There are types of management approach: type American (type A)and type Japanese ( type j) TYPE A( AMERICAN) Short-term employment Individual decision making Individual responsibility Rapid evaluation and promotion Explicit formalized control Specialized career paths Segmented concern for employees TYPE J( JAPANESE) Lifetime employment Consensual decision making Collective responsibility Slow evaluation and promotion Implicit informal control Nonspecialized career paths Holistic concer for employees Theory z come out of Japanese management and stresses long –term employment, collective decision making, individual responsibility , slow evaluation and promotion ,implicit, informal control with explicit control, moderately specialized career path, and a holistic concern for employees MBP is Management By Process is a management cycle has been analyzed and carefully defined Advantages Ensure a high concentration, even were all preset Little misleading in all respects, thus ensuring the standards set out, including difficulties Easy-standard Control the process from beginning to end Disadvantages Subordinates as much creativity as all have been strictly regulated Initiative is not high but high dependence No high flexibility MEETING EMPLOYEE EXPECTATIONS: EXPECTANCY THEORY Task: can I accomplish the task NO NOT MOTIVATED YES OUTCOME: IS THE REWARD WORTH IT? NO NOT MOTIVATED YES MOTIVATED EXPECTANCY THEORY • Determine what rewards are valued by employees • Determine each employee’s desired performance standard • Ensure that performance standards are attainable • Guarantee rewards tied to performance • Be certain that rewards are considered adequate THE MANAGER WANTS ALL REPORTS TO BE ON TIME Jack is habitually late with many reports Jill is rarely late with any reports Withhold praise or recognition Publicly reprimand Praise or publicly recognize Extinction Punishment Positive Do not praise Negative REINFORCEMENT THEORY EQUITY THEORY •Perceptions of fairness •Affect employee’s willingness to perform •Employees try to maintain equity between inputs and outputs INEQUITY •Try to reestablish equitable exchanges Disadvantages of inequity Lower productivity Reduced quality Increased absenteeism Voluntary resignation BUILDING TEAMWORK THROUGH OPEN COMMUNICAT ION Create an organizational culture that rewards listening Train supervisors and managers to listen Remove barriers to open communication Actively undertake efforts to facilitate communication APPLYING OPEN COMMUNICATION IN SELF-MANAGED TEAMS To implement such teams, managers at most companies must reinvent work This mean respecting worker, providing interesting work, rewarding good work, developing workers’ skills, allowing autonomy, and decentralizing authority MAKING ETHICAL DECISIONS MOTIVATION IN THE FUTURE Company Logo Motivation in past + Baby boomer ( 1945-1964) indicate the generation after world war II who was successful in jobs and make a huge impact to the economy + Generation X (1965-1980) had different think from the previous generation they cared about family more than job, and always look for opportunities to improve their skills + Generation Y (after 1980) high technology was improved rapidly at this period, so it affects Gen Yer's mind they has to update new things everyday Why does the baby bummers hold most of country's wealth? .. .SMALL BUSINESS SMALL BUSINESSES CAN MOTIVATE WITHOUT BIG COSTS MCGEGOR’S THEORY X AND