CHAPTER 9 - EMPLOYEE SATISFACTION
The Importance of Job Satisfaction
Quality of Life
Return to the Company

Commitment

Attendance

Performance
Problems connecting Satisfaction to Organizational Performance - Other variables play a part: compensation, training, working conditions, economic factors, etc.
Causes of Job Satisfaction
Individual Differences
Genetic Differences - Jim Twin Studies
Personality - Locus of Control, Self-Esteem, Self-Efficacy
Life Satisfaction - Spillover
Demographics (Not discussed in text) - tenure, race
Theories on Job Satisfaction
Expectations (Lawler & Locke)
Need Theories (Maslow)
Evaluation of Maslow's Need Hierarchy
ERG (Alderfer)
Two-Factory Theory (Herzberg)
1. Motivators
2. Hygiene Factors
McClelland's Need Theory
1. Need for Achievement
2. Need for Affiliation
3. Need for Control
Social Learning Theory
Equity Theory (Adams)
Procedural Justice
Distributive Justice
Job Characteristics Model (Hackman & Oldham)
Job Rotation
Job Enlargement
Job Enrichment
Self-Directed Work Teams
Integration of Theories
Absenteeism
Depends on how you look at it!

Rewards for Attending

Financial Incentives

Time Off

Recognition

Discipline

Keeping Records - Changing the terminology of Sick Leave
Adjustment to Work Stress
Illness and Personal Problems
Why do people miss work?

CHAPTER 10 -EMPLOYEE MOTIVATION
What Motivates Employees?
- It's not always money!
Self-Esteem
Which direction does this relationship take?
Training
Self-Fulfilling Prophecy
Pygmalion Effect
Goal Setting
S
M
A
R
T
& Participation
Feedback
Rewarding Performance
Operant Conditioning (Thorndyke's Law of Effect)
Compensation Plans - Exhibit 10.01
Individual Incentive Plans

Pay for Performance

Merit Pay
Organizational Incentive Plans

Profit Sharing

Gainsharing

Stock Options (ESOPs)
Punishment
Expectancy Theory (Vroom)
Expectancy
Instrumentality
Valence
MPS (motivating potential score)
Equity Theory (Revisited)
Integration of Motivational Theories