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Introduction…………………………………………………………………………... P 2
Goal Setting/Expectency Theory…………………………………………………….. P 3
McClelland’s Theory…………………………………………………………………..P 5
Conclusion…………………………………………………………………………….. P 7
References…………………………………………………………………………….. P 8
Appendix1 (Singapore Is leaking Talent)………………………………………….. P 10
Appendix 2 (Career in AIA Singapore)…………………………………………..... P 12
Appendix 3 (SATS moves further ahead as Asia’s airport service leader)……… P 14
Appendix 4 (Google is No.1, Search and Enjoy)……………………………………P 17
INTRODUCTION
In the quest to obtain the maximum from employees and achieve organizational success, employers recognised the need to acknowledge that people have complex needs. With the growing affluence of our society, Singaporeans of today are no longer solely driven by money but also challenges inherent in their responsibility. This is supported by our Senior Minister Goh who recently commented that Singaporeans prefer the experience of working abroad than locally as the foreign employer advocate the importance of not only work, but also the employee’s needs.(TODAY, 15 March 07).
Before discussing the motivational strategies, a simplistic approach will be taken, using Hackman Oldham’s Job Characteristics Model, which defines the workforce into two categories. The first category consist of staff in job settings which are low in skill variety, task identity, task significance, low autonomy and feedback and followed by staff in complicated job settings with scorer high in all fronts (Robbins, Millet, Waters-Marsh, 2004).
GOAL SETTING / EXPECTAN ...