Personnel Management
- It is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory or technicians in a research laboratory. It starts with the recruiting or hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.
THEORIES OF MOTIVATION
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"Motivation can be cited as the reason someone behaves in a certain manner, it can be defined concisely as the reason people do things they do"
Maslow's Hierarchy of Needs
- the primary needs take priority and must be satisfied before the secondary needs can be purchased.
Alderfer's ERG Needs Theory
- Allows a person to be operating at different levels at the same time.
- Frustration - regression progress.
Herzberg's Two Factor Theory
- Hygiene Factors: prevent job dissatisfaction.
- Motivation Factors: seem to stimulate employees to strive for superior performance.
Mclleland's Achievement Motivation
-The strength of a specific motive is directly linked to the opportunities offered by the situation.
Vroom's Expectancy Theory
- Behavior as a process in which making choices is in direct response to the expected potential for reward.
Adam's Equity Theory
- key concepts are comparison and perception. Comparison can be inside the organizations, as the salaries of the coworkers, or external, as the wage rates of the other laboratories.
Skinner's Reinforcement Theory
- We repeat performances for which we are positively rewarded, or we avoid actions that bring about undesirable consequences. Focuses on the environment, rather than on needs, motives, and personality. Examples of the application of this theory to the workplace are goal-related management models such as management by objectives (MBO) and total-quality management (TQM).
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