MKT 317 Lecture Notes - Lecture 3: Goal Setting, Motivation, Stereotype
Document Summary
Lessen the pressure of many hr function: pcr: performance management, compensation, retention. Content theories: what motivates us: maslo(cid:449)"s hie(cid:396)a(cid:396)(cid:272)hy of needs, he(cid:396)z(cid:271)e(cid:396)g"s t(cid:449)o factor model, hygiene, motivators, m(cid:272)clella(cid:374)d"s a(cid:272)(cid:395)ui(cid:396)ed needs theo(cid:396)y: aap, achievement, affiliation, power, oldha(cid:373) a(cid:374)d ha(cid:272)k(cid:373)a(cid:374)"s jo(cid:271) cha(cid:396)a(cid:272)te(cid:396)isti(cid:272)s theo(cid:396)y. Instrumentality performance will lead to an outcome: reinforcement theory: behavior is a function of consequence, positive/negative/punishment, reinforcement schedule, extinction, goal setting theory: smart and challenging (difficulty vs performance, specific, measurable, attainable, relevant, timely, feedback and commitment. Psychological empowerment: larger purpose, intrinsic motivation, mdci: meaningfulness, self-determination, competence. Developing compensation: product market competition (upper bound, labor market competition (lower bound) Motivation: (primary jobs of managers) leads to: better performance, lower compensation cost, lower turnover. Training: facilitate the learning: current job, mandatory. Development: acquisition of knowledge, skills, and behaviors: future roles and careers, voluntary. Training design process: nrmete: needs assessment, ensure readiness, select the method, create a learning environment, ensure transfer of training, evaluate the training program.
