state of mind of lack or expectation

1. Material; 2. Society

Motivation: the willingness to work hard for a certain purpose Elements: 1. Determine the direction of human behavior; 2. Level of effort; 3. Level of persistence; Classification: endogenous (behavior itself); exogenous (behavior results)

Motivation: the process of working hard to meet needs and achieving goals; the connection between one's own needs and organizational goals Type: content is divided into material and spiritual; effects are divided into positive and negative; objects are divided into others and self;

Hierarchy of needs (Maslow): Physiological, safety, belonging and love, esteem, self-actualization; 1. Unsatisfied needs are the main motivational source of behavior; the first three are basic and external; the last two are advanced and internal; 2. The investment efficiency of the organization in meeting low-level needs is diminishing;

Two-factor theory (Herzberg) motivation-hygiene factors Motivation: satisfaction-no satisfaction; sense of achievement; recognition; responsibility; promotion; nature Health care: dissatisfaction; no dissatisfaction; policy; supervision; interpersonal; environment; salary

ERG (Alderfer): Survival, Relationships, Growth; 1. Various needs can have motivating effects at the same time; 2. Put forward the frustration-degradation perspective; that is, high-level needs cannot be satisfied, and the need to satisfy low-level needs is strengthened; Flexibility

Triple Need (McClelland) Achievements: Moderate risk, strong responsibility, timely feedback Power: Dominate, influence others, give orders, pursue achievements; Affinity: The desire to establish friendly and close interpersonal relationships; being managed

Equity theory (Adams): What employees care about, absolute compensation; relative relationship; Input-output ratio; low salary vertical self-ratio; high salary horizontal other ratio; Methods: 1. Change your input or output; 2. Change the input or output you compare with; 3. Change your perception of the input or output; 4. Change the reference object; 5. Resign;

Expectancy theory (Fromm) Valence: the degree of preference for reward; the quantitative expression of the desire to receive reward; Expectations: the degree of belief in completing a task, the estimate and probability that determines performance; Instrumentality: the belief that you will be rewarded for completing a task; Emphasis on situationality;

Management by objectives: 1. Basic core; emphasizes the establishment of specific, feasible and objectively measurable goals through group participation 2. Goal setting process: top-down or bottom-up; 3. Elements: concreteness, participation, deadline, feedback;

Participation in management: allowing subordinates to actually share the decision-making power of their superiors; Reasons: The work is complex; high degree of interdependence, a sense of identification with the decision, as an intrinsic reward; Conditions: plenty of time; ability to participate, relevant to self-interest; no threat; organizational culture support;

Performance salary system: combination of performance and remuneration; piece rate wages, work bonuses, profit sharing, profit-based dividends