motivation: from concepts to...
TRANSCRIPT
Kelli J. Schutte William Jewell College
Robbins, Judge, and Vohra
Organizational Behavior 14th Edition
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Motivation: From Concepts to Applications
8-0
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
How Can Jobs be Redesigned?
8-1
Job Rotation
• The shifting of an employee from one task to another with similar skill requirements.
Job Enrichment
• The expansion of a job by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Strengths of Job Rotation
8-2
Reduces boredom
Increases understanding
of work contribution
Increased skills
Helps managers in scheduling
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Job Enrichment – Possible Actions
8-3
E X H I B I T 8-2
Combine Tasks
Form Natural Work Units
Establish Client Relations
Expand Jobs Vertically
Open Feedback Channels
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Alternative Work Arrangements
Flextime
– Flextime allows employees to choose the hours they work
within a defined period of time.
Job Sharing
– Job sharing allows two or more individuals to split a
traditional 40-hour-a-week job.
Telecommuting
– Telecommuting allows workers to work from home at least 2
days a week on a computer linked to the employer’s office.
8-4
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Social and Physical Context of Work
Social Context
– Some social characteristics that improve job performance include:
• Interdependence
• Social support
• Interactions with other people outside of work
Physical Context
– The work context will also affect employee satisfaction
• Work that is hot, loud, and dangerous is less satisfying
• Work that is controlled, relatively quiet, and safe
will be more satisfying
8-5
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Employee Involvement
Employee involvement is a participative process
that uses employees’ input to increase their
commitment to the organization’s success.
8-6
Examples of Employee Involvement Programs
• Participative Management • Representative Participation
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Using Rewards to Motivate Employees
8-7
Although pay is not the primary factor driving job
satisfaction, it is a motivator.
– Establish a pay structure
– Variable-pay programs
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Employee Recognition Programs
Employee rewards need to be intrinsic and extrinsic.
Employee recognition programs are a good method
of intrinsic rewards.
– The rewards can range from a simple thank-you to more
widely publicized formal programs.
– Advantages of recognition programs are that they are
inexpensive and effective.
– Some critics say they can be politically
motivated and if they are perceived to be
applied unfairly, they can cause more harm
than good.
8-8
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 14e
Global Implications
Job Characteristics and Job Enrichment
– Studies do not yield consistent results about applicability to other
cultures
Telecommuting
– Most common in the United States
Variable Pay
– Most believe variable pay systems work best in individualistic
cultures such as the United States.
– Fairness is an important factor
Flexible Benefits
– Popular in all cultures
Employee Involvement
– Differ among countries
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