chapter 8 employee behavior and motivation reference: ebert & griffin (2007). "business...

Chapter 8

Employee Behavior and Motivation

Reference: Ebert & Griffin (2007). "Business Essentials" Pearson, Prentice Hall

Employee Behavior (سلوك)– The pattern of actions by the members of an

organization that directly or indirectly influences the organization's effectiveness (تأثيرات)

Forms of Behaviors

• Performance Behaviors ( كولسال (األداء– The total set of work-related behaviors that the

organization expects (وتتوقع) employees to display

• Organizational Citizenship (المواطنة)– The behavior of individuals who make a positive overall

contribution (مساهمة) to the organization

• Counterproductive Behaviors– Behaviors that detract (ينتقص) from, rather than

contribute to, organizational performanceReference: Ebert & Griffin (2007). "Business Essentials" Pearson, Prentice Hall

JOB SATISFACTION ( االقتناعMorale and Turnover ,(الوظيفي

Job satisfaction is the degree of enjoyment that people get from performing their jobs. (Happy = satisfied, unhappy = unsatisfied)

• Morale: ( المعنوية ا لروح )– An overall employee attitude(الموقف) toward the

workplace. (Positive/happy= high moral negative/unhappy = low moral )

• Turnover: ( الوظائف (ترك– Yearly percentage of an organization's workforce

that leaves company and must be replaced.

Reference: Ebert & Griffin (2007). "Business Essentials" Pearson,

Prentice Hall

RESULTS OF HIGH MORALE Employees will be committed and loyal to their

employers

Employees will come to work every day

Employees will work hard

Employees will have few “negative” behaviors (complaining about their jobs, working slowly, etc)

Employees will stay with their employer and will not change their jobs


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RESULTS OF LOW MORALE

Employees will not be loyal to their employers

Employees will be absent (مفقود) from work

Employees will do only the minimum work required

Employees will have many “negative” behaviors (complaining about their jobs, working slowly, etc)

Employees will move from one company to another (high job turnover)


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WHY IS JOB TURNOVER BAD?

High job turnover is bad for the employer because:

Production schedules are disrupted ( عطل اإلنتاج if – (مواعيدan employee leaves, the company will not have the correct number of people necessary to finish the work on time

New employees have to be trained how to do the job – this costs the company money

Productivity slows down ( يبطئ new employees – (اإلنتاجيةcannot do the job as well or as quickly as employees who have been with the company for some time


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WRITTEN CONTRACT We are all familiar with written contracts

A written contract would be prepared and signed if we buy a car, get a bank loan, or employ a contractor to build a house

A written contract specifies the terms of the agreement ( االتفاق who pays, the amount paid, when the – (بنودmoney is paid, etc

These are the things agreed to by each person who signs the contract


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PSYCHOLOGICAL (نفسي)CONTRACT (1)

A psychological contract between an employer and an employee is not written on a piece of paper

However, there are things which each one expects (وتتوقع)the other to do

The employer expects certain things from the employee – and the employee expects certain things from the employer…..


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PSYCHOLOGICALCONTRACT (2)

A psychological contract describes what employer and employee expect of each other on the job and what each one will provide on the job.

These are called expectations (التوقعات) – things each one expects the other to do.


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WHAT DOES EACH ONE PROVIDE?

The employer provides inducements(الحوافز) – things that will make the employee happy such as good working conditions, a safe office environment, a fair salary and benefits.

The employee provides contributions things which will make the – (المساهمات)employer happy such as being at work during office hours, skills and experience, completing the work to the best of his or her ability.


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MOTIVATION INTHE WORKPLACE

Motivation (دافع) refers to the set of forces that cause people to behave in certain ways.

WHAT MOTIVATES EMPLOYEES? Money and benefits – and job security Recognition (األعتراف) from managers and other

employees The wish to do the job well - and the wish to learn new

skills Having responsibility (المسؤولية) for the job The opportunity for promotion (الترقيه) Feeling part of a team – a sense of belonging to a group


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PARTICIPATIVE MANAGEMENT AND EMPOWERMENT

“Participative” means that employees can participate (شارك) – they can join in and have a voice in decision making which affects their jobs

“Empowerment (التمكين)” means that employees have the power to make changes – if they see that something in the company could be done in a better way, they have the authority to make the change without asking their managers


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DEFINITION

• Participative management and empowerment refers to a method of:

Increasing job satisfaction by giving employees a voice in the management of their jobs and the company

Employees become empowered to take greater responsibility for their own work performance

They feel more of an “ownership” of their jobs and are more

committed (ملتزم) to do the job well

And that will lead to success for the company


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TEAM MANAGEMENT (1)

In some companies, groups of employees work as a “team” – a group of employees working together to perform specific tasks assigned to the group

The team is responsible for making some of the decisions which affect the group….


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TEAM MANAGEMENT (2)The team (group) may be given decision-making responsibility

( القرار صنع :for such things as (مسؤولية

Scheduling (جدولة) lunch breaks Dividing assignments between workers

The team may also be consulted by management to help to make decisions on such things as:

Production scheduling ( االنتاج (جدولة Deciding on work procedures (إجراءات) Hiring of new employees


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TEAM MANAGEMENT (3)POSITIVE EFFECTS

Team management allows team members to make quick decisions which affect the group. Team management can:

Improve employee motivation ( الموظف تحسين( الدافع

Enhance communication( االتصاالت ( تعزيزEncourage team members to feel more like a part of

the organization Improve company performance ( الشركات أداء ( تحسين


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TEAM MANAGEMENT (4)NEGATIVE EFFECTS

Team management is not always successful as some employees do not like the responsibility of participative programs – particularly if team members’ pay is determined (مصممة) by the team’s level of productivity

Faster workers resent (يستاء) slower workers because they reduce the group’s total output. Slower workers resent the pressure ( الضغط put on them by faster-working (استاءcoworkers

This causes a decrease in motivation, job satisfaction, and employee morale


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chapter 8 employee behavior and motivation reference: ebert & griffin (2007). "business...

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