What conclusions can be drawn from Porter and Lawler s model of motivation

That's a bit of a broad question.

For example, it can be concluded that the relationship between incentive and performance is not a simple causal relationship, and to form a virtuous circle of incentives, efforts, performance, rewards, satisfaction, and satisfaction to achieve the expected results, it depends on the content of rewards, reward and punishment systems, organizational division of labor, the setting of goal-oriented actions, management level, the fairness of assessment, leadership style and personal psychological expectations.

Answers]: a, b, c, d

Porter and Lawler's integrated incentive model argues that if you set motivational goals and take incentives, you will be able to get the required actions and efforts and satisfy your employees. This means that motivation is not a simple causal relationship, and Kaihuai A is correct. Supervisors should carefully evaluate a person's compensation structure, and form a virtuous circle of incentives, effort, performance, reward, satisfaction, and reward efforts from satisfaction.

After a person made achievements in Kongsun Mausoleum, he was rewarded with two types of rewards. One is extrinsic reward and the other is intrinsic reward, d correct.

1.Individual values

An individual's values refer to an individual's perception and evaluation of his or her goals, beliefs, and beliefs. These values can influence an individual's importance towards a job or task, as well as their attitudes and behaviors towards work.

2.Individual expectations

Individual expectation refers to the degree to which an individual expects to achieve a goal or a reward. Individual expectations are influenced by factors such as an individual's past experience, level of ability, confidence, and beliefs. Higher expectations increase an individual's motivation and effort in completing a task.

3.Individual achievement motivation

Individual product motivation refers to the level of motivation and effort that an individual shows in completing tasks, achieving success, and achieving goals. The level of individual achievement motivation is related to the individual's need for accomplishment and recognition, and higher achievement motivation will prompt individuals to strive for excellence and success.

4.Satisfaction

Satisfaction refers to an individual's level of satisfaction with the outcome of a job or task. Individual satisfaction is influenced by factors such as how difficult it is to complete the task, personal ability, and reward. A higher level of satisfaction increases an individual's commitment and motivation to work.

5.Influencing factors

In addition to the variables mentioned above, Porter's and Lawler's motivation model also includes other factors that affect motivation. These factors include working conditions, organizational culture, leadership style, and colleague relationships, among others. These factors can have a positive or negative impact on an individual's motivation level.

6.Interaction and regulation

Porter and Lawler's incentive model suggests that there are interactions and moderating effects between these variables. The relationship between individual values, expectations, achievement motivation, and satisfaction is complex and dynamic, and they can influence and regulate each other to jointly determine the level of motivation and performance of the individual implicit God at work.

7.Practical application

Porter and Lawler's incentive model is widely used in the field of organizational management and human resource management. By understanding and mastering individual variables such as values, expectations, achievement motivation, and satisfaction, organizations can develop appropriate incentive strategies and measures to improve employee motivation, satisfaction, and performance.

8.Wrapping up

Porter and Lawler's motivational model provides an important theoretical basis for us to understand and explain the motivational behavior of individuals at work. By comprehensively considering and managing the above variables, we can better stimulate and mobilize the motivation and enthusiasm of individuals to work, so as to achieve the common development of the organization and individuals.

null)This paper briefly describes the Porter-Lawler integrated excitation process model.

See the answer explained[Answer].The embodiment of this model is:

1) Personal expectations of the goal.

2) The degree of effort that an individual puts into his work.

3) Performance is affected by three factors: work effort, personal ability, and job cognition.

4) People's sense of fairness in the rewards of work performance.

5) Finalize the level of satisfaction.

Lawler's expectation model belongs to the incentive model. It is based on the expectation theory and derives a more complete incentive model in nature, which is mainly used for the study of supervisors. Porter Lawler's expectation pattern is specific:

A person is paid in two categories after making a mark. Yirong is the external reward, including salary, status, promotion, sense of security, etc. According to Maslow's hierarchy of needs, extrinsic rewards tend to satisfy some low-level needs.

Because a person's performance, especially non-quantitative performance, is often difficult to accurately measure, and the achievement of salary, status, promotion and other remuneration also includes a variety of factors, not entirely depends on individual performance. Another type of remuneration is in remuneration. That is, a person gives himself a reward for his good work performance, such as feeling that he has contributed to society, affirming the meaning of his own existence and ability, and so on.

It corresponds to the satisfaction of some high-level needs and is directly related to work performance.

Whether it is "in-return" or "extrinsic reward" can determine whether it is "satisfied", and the answer is no. In the meantime, it must be regulated by "fair remuneration as understood". That is, a person compares what he receives with what he thinks he deserves.

If he thinks it fits, he will feel satisfied and motivate him to work better in the future. If he thinks that he is being paid less than "fair remuneration as he understands it", then even if in fact he is not much paid, he will feel dissatisfied or even disappointed, which will affect his future efforts.

Hello, Porter and Lawler put forward a more complete incentive model based on work performance as the core. The reference is as follows: Porter and Lawler, American psychologists and management scientists, proposed a more complete incentive model on the basis of expectation theory.

In 1968, on the basis of expectation theory, Lawler and Lyman Porter proposed the famous Lawler-Porter incentive model in the book "Management Attitudes and Job Performance". Porter and Lawler's Comprehensive Motivation TheoryPorter and Lawler's comprehensive motivation theory, on the basis of expectation theory, ** the relationship between effort, performance and satisfaction, put forward a more perfect comprehensive incentive model, and better explain the whole incentive process. Hope it helps!