LECTURE 5 Motivation
The economic approach (Taylor)
（1）為了充分利用工人攘残，泰勒在他的科學管理原則中建議To get the most out of workers Taylor in his Principles of Scientific Management advised : 只選擇最好的工人 select only the best workers,只為他們生產(chǎn)的產(chǎn)品付款pay them only for what they produce 實行計件工資滥玷，超額勞動，超額報酬寒屯；不要讓他們分組工作荐捻。don't let them work in groups.計劃職能（管理者）或作業(yè)職能（被管理者）分開，明確劃分兩種職能寡夹，強調(diào)分工和專業(yè)化對于提高生產(chǎn)效率是重要的
Issues:Is payment always going to be motivating?對工人的看法是錯誤的处面。即認為工人的主要動機是經(jīng)濟收入，即堅持“經(jīng)濟人”的假設菩掏。Appealing to people's financial interests can prove unsuccessful. People feel cheapened by the suggestion that they're 'only in it for the money
Three aspects of OCBs are particularly important:
（a）遵守規(guī)則rule-following: following instructions and orders, even when not under surveillance 遵守指示和命令魂角，即使不在監(jiān)視之下（b）忠誠loyalty: being willing to stay with an organization and protect its reputation, 愿意留在一個組織，保護它的聲譽智绸，（c）例外行為extra-role behaviour: doing more than is formally asked or required (e.g., in a duty statement).做超出正式要求或需要的事
CONTENT theories: Needs approaches (McGregor, Maslow, Aldferer, Herzberg)
內(nèi)容理論的重點是人的內(nèi)在需求和動機With content theories the focus is on people' inherent needs and motives.
麥格雷戈“X—Y”理論McGregor's Theory X -Theory Y distinction
—Theory X. Core assumptions of the theory were
(a)一般人都不喜歡工作野揪，并且盡可能的逃離工作 the average person dislikes work and wants, if possible, to avoid it,(b)因此，必須對大部分人采取強制的措施或懲罰的辦法瞧栗，迫使他們?nèi)崿F(xiàn)組織的目標as a result, most people must be coerced or bullied into working hard, (c)大多數(shù)的工作者都是在尋找一個安逸的工作斯稳，而不是有趣的、富有挑戰(zhàn)的迹恐、具有責任的工作most workers are looking for little more out of employment than an easy life devoid of interest, challenge or responsibility.
—Theory Y Core assumptions of the theory:
(a)員工視工作如休息平挑、娛樂一般自然expenditure of effort is as natural as play or rest,(b)員工會進行自我指導和自我控制來達到他們承諾的目標people will generally tend to exercise self—direction and self-control to reach objectives to which they are committed,(c) 對承諾目標的實現(xiàn)是自我獎勵的一個功能，commitment to goals is a function of self-relevant rewards associated with their achievement,(d)人類傾向于探索和承擔責任humans learn to seek and accept responsibility,(e)大多數(shù)人都有想象力和創(chuàng)造力，而不僅僅是管理者most people are capable of ingenuity, imagination and creativity, but（f)在現(xiàn)代組織生活中通熄，人類的智力潛能普遍缺乏探索和發(fā)展唆涝。 in modern organizational life the intellectual potential of humans is generally under-explored and under-developed.
Maslow's needs hierarchy and Alderfer's ERG Theory馬斯洛需求層次理論——馬斯洛理論把需求分成生理需求（Physiological needs）、安全需求（Safety needs）唇辨、愛和歸屬感需求（Love and belonging）廊酣、尊重需求（Esteem）和自我實現(xiàn)需求（Self-actualization）五類，依次由較低層次到較高層次赏枚。
（4）奧爾德弗的ERG理論Alderfer's ERG Theory
— 生存需要Existence refers to our concern with basic material existence requirements: what Maslow called physiological and safety needs.生存需要是指我們對基本物質(zhì)和生理的需要：馬斯洛所說的生理和安全需求亡驰。— 相互關系需要Relatedness refers to the desire we have for maintaining interpersonal relations hips: similar to Maslows social/love need, and the external component of his esteem need相互關系需要是指我們對保持人際關系的渴望：類似于歸屬感/愛情的需要饿幅，以及部分自尊需要凡辱。— 成長需要Growth refers to an intrinsic desire for personal development: the intrinsic component of Maslows esteem need and self—actualization成長是 指一種要求得到提高和發(fā)展的內(nèi)在欲望：是自尊需要和自我實現(xiàn)的部分栗恩⊥盖— ERG theory demonstrates that more than one need maybe operative at the same time ERG理論表明，多個需要可能同時運作磕秤∪槲冢—? Alderfer還處理挫折回歸。也就是說市咆，如果一個更高層次的需求被受挫汉操，那么一個個體就會增加尋求對低層次需求的滿足。Alderfer also deals with frustration-regression. That is, if a higher-order need is frustrated, an individual then seeks to increase the satisfaction of a lower-order need.
（5）Impact and problems
—這種內(nèi)容理論在60年代和70年代有影響蒙兰。Such content theories influential in the 60s and 70s.—在強調(diào)個人成就的個人主義文化和個人主義組織中尤其有用磷瘤。Proved particularly useful in individualistic cultures and organisations which place a high emphasis on personal achievement. —在不需要個人主義的情況下（例如，在戰(zhàn)場上的項目團隊工作）搜变，效果就不太好采缚。Works less well in situations where individualism is not called for (e.g., project team work, on a battlefield). —對面對不斷豐富工作環(huán)境的這一艱巨任務的管理者提出了更高的要求Places a high demand on managers who face the increasingly difficult task of constantly enriching the work environment.—方法太難實施，成本太高痹雅。Approaches too hard to implement and too costly.
The individual difference approach 個體差異法(McClelland)
麥克利蘭把人的高層次需求歸納為對成就仰担、權力和親和的需求。他對這三種需求绩社，特別是成就需求做了深入的研究摔蓝。—Need Achievement成就需要：爭取成功愉耙、追求優(yōu)越感贮尉，希望做得最好的需要。 relates to the desire to do things better or more efficiently, to solve problems and to master complex tasks.能夠更好或更有效地做事朴沿、解決問題和完成復雜任務的愿望有關猜谚“苌埃—Need Affiliation親和需要：建立友好親密的人際關系的需求。 relates to the desire to establish and maintain warm relations with other people. 與其他人建立和保持友好關系的愿望—Need power權利需要：影響或控制他人且不受他人控制的需求魏铅。 relates to the desire to control other people, influence their behaviour and be responsible for other people. 與控制他人昌犹、影響他人行為和對他人負責的愿望有關。
Supporting evidence支持的證據(jù)
——Individuals in those companies and cultures that did well economically typically had much higher need for achievement. 在那些經(jīng)濟狀況良好的公司和文化中览芳，個人對成就的需求通常要高得多斜姥。——Key to improving productivity (e.g., in a company or a culture) was training to increase people's desire to achieve, rather than to provide material resources.提高生產(chǎn)力（例如沧竟，在公司或文化中）的關鍵是培訓铸敏，以提高人們實現(xiàn)目標的愿望，而不是提供物質(zhì)資源悟泵¤颈剩——McClelland (1978) conducted study in an Indian community and found that an entrepreneurial training program was related nAch.McClelland（1978）在一個印度社區(qū)進行了研究，發(fā)現(xiàn)一個創(chuàng)業(yè)培訓項目與Nach有關糕非。
局限
——Problems with nAch being both a personality variable and something can be trained in成就需要既是一個人格變量蒙具，也是一個可以通過訓練改變的變量》宓——Perhaps training does change people's values and norms (as in the Hawthorne studies) and not their personality訓練改變了人的價值觀和規(guī)范店量，但沒有改變?nèi)烁瘛猲Ach may be an outcome of cultural and organisational culture, not (just) an input.成就需要可能是文化和組織文化的結果芜果，不僅僅是因為自身
