• Motywacyjne kształtowanie wynagrodzeń za pracę. Teoria i wnioski dla praktyki

Wzrost wydajności pracy, rozumianej jako ilość zadań lub jednostek produktu przypadających na jednostkę czasu albo jednego zatrudnionego, jest istotnym warunkiem rozwoju każdego podmiotu gospodarczego. Tylko wówczas możliwe jest powiększenie zysku, który osiągnie właściciel, oraz wynagrodzeń przypadających pracownikom. Na wydajność pracy wpływa wiele czynników, takich jak: wielkość zaangażowanego kapitału, wiedza, doświadczenie, umiejętności i postawy pracowników, a także ich motywacja do pracy. Z tego powodu każdy pracodawca i menedżer chciałby dysponować pracownikami zmotywowanymi do osiągania wysokich wyników pracy. Tymczasem pracownicy mogą znacznie różnić się pod tym względem, a intuicyjne działania pracodawców i menedżerów oprócz tego, że mogą nie przynieść oczekiwanych efektów, to mogą nawet spowodować spadek motywacji zatrudnionych do pracy. Aby tego uniknąć, niezbędna jest najnowsza, rzetelna, naukowa wiedza na temat motywowania pracowników. W książce przedstawiono wyniki analizy czterech teorii psychologicznych i jednej ekonomicznej, wskazujących, jak można motywować pracowników za pomocą wynagrodzeń. Poza założeniami teorii, omówiono ich rozwój aż do poziomu aktualnego stanu wiedzy, a także praktyczne, konkretne wskazówki dla pracodawców i menedżerów ułatwiające skuteczne motywowanie pracowników. Czytelnik znajdzie w książce m.in. odpowiedzi na następujące pytania: • Jak przebiega proces motywowania pracowników? • Jakie czynniki mają wpływ na motywację do wykonywania pracy? • W jaki sposób należy motywować pracowników do wzrostu wydajności pracy za pomocą wynagrodzeń? • Jakie działania nie spowodują motywacji do wzrostu wydajności pracy u zatrudnionych?

Podtytuł Motywacyjne kształtowanie wynagrodzeń za pracę. Teoria i wnioski dla praktyki
Autor Wiesław Golnau
Rok wydania 2021
Oprawa Miękka
Format 165x235
Stron 136
50.00 34.00
Do końca promocji pozostało:
szt. Do przechowalni
Wysyłka w ciągu 24 godziny
ISBN 978-83-8102-387-0
Wzrost wydajności pracy, rozumianej jako ilość zadań lub jednostek produktu przypadających na jednostkę czasu albo jednego zatrudnionego, jest istotnym warunkiem rozwoju każdego podmiotu gospodarczego. Tylko wówczas możliwe jest powiększenie zysku, który osiągnie właściciel, oraz wynagrodzeń przypadających pracownikom. Na wydajność pracy wpływa wiele czynników, takich jak: wielkość zaangażowanego kapitału, wiedza, doświadczenie, umiejętności i postawy pracowników, a także ich motywacja do pracy. Z tego powodu każdy pracodawca i menedżer chciałby dysponować pracownikami zmotywowanymi do osiągania wysokich wyników pracy. Tymczasem pracownicy mogą znacznie różnić się pod tym względem, a intuicyjne działania pracodawców i menedżerów oprócz tego, że mogą nie przynieść oczekiwanych efektów, to mogą nawet spowodować spadek motywacji zatrudnionych do pracy. Aby tego uniknąć, niezbędna jest najnowsza, rzetelna, naukowa wiedza na temat motywowania pracowników.

W książce przedstawiono wyniki analizy czterech teorii psychologicznych i jednej ekonomicznej, wskazujących, jak można motywować pracowników za pomocą wynagrodzeń. Poza założeniami teorii, omówiono ich rozwój aż do poziomu aktualnego stanu wiedzy, a także praktyczne, konkretne wskazówki dla pracodawców i menedżerów ułatwiające skuteczne motywowanie pracowników.

Czytelnik znajdzie w książce m.in. odpowiedzi na następujące pytania:
• Jak przebiega proces motywowania pracowników?
• Jakie czynniki mają wpływ na motywację do wykonywania pracy?
• W jaki sposób należy motywować pracowników do wzrostu wydajności pracy za pomocą wynagrodzeń?
• Jakie działania nie spowodują motywacji do wzrostu wydajności pracy u zatrudnionych?

Wstęp 7

Rozdział 1
Teoria oczekiwań 11
1.1. Założenia teorii oczekiwań 13
1.2. Rozwój teorii oczekiwań 19
1.3. Wnioski dla praktyki motywacyjnego kształtowania wynagrodzeń za pracę 23

Rozdział 2
Teoria sprawiedliwości 27
2.1. Założenia teorii sprawiedliwości 29
2.2. Rozwój teorii sprawiedliwości 37
2.3. Wnioski dla praktyki motywacyjnego kształtowania wynagrodzeń za pracę 50

Rozdział 3
Teoria wzmocnienia 57
3.1. Założenia teorii wzmocnienia 59
3.2. Rozwój teorii wzmocnienia 66
3.3. Wnioski dla praktyki motywacyjnego kształtowania wynagrodzeń za pracę 69

Rozdział 4
Teoria ustalania celów 73
4.1. Założenia teorii ustalania celów 75
4.2. Rozwój teorii ustalania celów 81
4.3. Wnioski dla praktyki motywacyjnego kształtowania wynagrodzeń za pracę 84

Rozdział 5
Teoria agencji 87
5.1. Założenia teorii agencji 89
5.2. Rozwój teorii agencji 95
5.3. Wnioski dla praktyki motywacyjnego kształtowania wynagrodzeń za pracę 114

Zakończenie 117
Bibliografia 121
Spis tabel i rysunków 133

Recenzja: dr hab. Wojciech Jarecki, prof. Uniwersytetu Szczecińskiego

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