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梁石承 광주대학교 1990 論文集 Vol.7 No.-
It is said that employee's job satisfaction influences his productivity indirectly through the medium of lateness, absenteeism and turnover rate. Thus, I tried th design organization's rewards system in the direction of increasing job satisfaction of organization member. Because organization member's intrinsic rewards are derived from job itself, I tried to design organization's intrinsic rewards system laying stress on job enlargement, job enrichment, and job characteristic approach. And there in individual's difference in his desire, ability for job execution, and growth need strength. Thus, organization's intrinsic rewards system must be applied in consideration of individual's difference. Because pay is representative of extrinsic rewards, I tried to design organization's extrinsic rewards system laying stress on pay. Here, it is important that organization's intrinsic rewards system creates a belief among employees that good performance will lead to high pay. And it is necessary to maintenance of equity in organization's extrinsic rewards system.
梁石承 광주대학교 1989 論文集 Vol.6 No.-
In the modern theory of organization, motivation, which is connected closely with individuality, as a basic factor of organizational research, is an important object for study. Especially, among the current problems are the productivity and maximization of goal accomplishment within organization. According to the researches in recent, performance in organizational productivity has some co-relation between the two factors ; ability and motivation as follows ; performance=f (ability ×motivation) And now we can recognize that motivation in a organization has a close connection with the effectiveness. The study of motivation is an essential way of understanding human behavior, and various theories on motivation can be divided into content theory and process theory. Content theories of individual motivation focus on the question of what it is that energizes, arouses, or starts behavior. The answers to this question have been provided by various motivational theorists in their discussion of the concepts of needs or motives that drive people and the incentives that cause them to behave in a particular manner. A need or motive is considered to be an internal quality to the individual. Incentives, on the other hand, are external aspects associated with the goal or end result the person hopes to achieve through his or her actions. The three most publicized and researched content theories of motivation are Maslow's need hierarchy, Herzberg's two-factor theory, and Alderfer's ERG theory. The content theories of motivation provided managers with a better understanding of the particular work-related factors that arouse employees to motivated behavior. These theories, however,provided little understanding of why people choose a particular behavioral pattern to accomplish work goals. This choice aspect is the objective of what we have termed process theories. The three major process theories of motivation are Vroom's expectancy theory, Porter & Lawler's performance satisfaction theory, and Adams' equity theory. It is necessary that manager should understand the content theories and the process theories of motivation in order to motivate his employee toward the organizational goal.