organizational behavior chapter 7 -...

Creating a Motivating Work Setting

Chapter 7

Sixth Edition Jennifer M. George & Gareth R. Jones

Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall 7-1

Learning Objectives

• Appreciate the advantages and disadvantages of the scientific management approach to job design

• Describe the job characteristics model and its implications for using job design to create a motivating work setting

• Understand implications of the social information processing model


Learning Objectives

• Appreciate how and why organizational objectives

can motivate employees

• Describe goal setting theory and the kinds of goals

that contribute to a motivating work setting


Motivating Employees at Zappos

How can organizations create a motivating work setting?


Motivation Tools


Exhibit 7.1

What Is Job Design?

• Linking specific tasks to specific jobs

• Deciding what techniques, equipment, and

procedures should be used to perform those tasks

• Job design may increase motivation and encourage

good performance


Job Design: Early Approaches

Scientific management

Job enlargement

Job enrichment


Scientific Management

• A set of principles and practices stressing job

simplification and specialization

• There is one best way to perform any job

• Management’s responsibility is to determine what

that way is

• Time and motion studies


Disadvantages of the Scientific Management Method

• Loss of control

• Repetitive, boring tasks

• Meaningless, monotonous work

• High job dissatisfaction

• No opportunity to develop and acquire new skills


Job Enlargement

Increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility

• Horizontal job loading

• Do more tasks

• Equal level of responsibility

• Intended to increase intrinsic motivation


Job Enrichment

Designing jobs to provide opportunities for employee

growth by giving employees more responsibility and

control over their work

• Vertical job loading

• Based on Herzberg’s motivator-hygiene theory


Enrichment Methods

• Allow employees to plan their own work schedules

• Allow employees to decide how the work should be

performed

• Allow employees to check their own work

• Allow employees to learn new skills


OB Today: Tough Economic Times


• Employees are taking on more responsibilities in order to prevent layoffs.

The Job Characteristics Model

Skill variety

Task identity

Task significance

Autonomy

Feedback


Job Diagnostic Survey

• Scales used to measure the five dimensions

• Allows for the computation of a job’s motivating potential score

A measure of the overall potential of a job to foster intrinsic motivation

Average of skill variety, task identity, and task significance multiplied by autonomy and feedback

• Identifies the dimensions most in need of redesign


Sample Job Diagnostic Survey Profiles


Exhibit 7.3

Ways to Redesign Jobs to Increase MPS

• Combine tasks so that an employee is responsible for work from start to finish

• Group tasks into natural work units

• Allow employees to interact with customers or clients

• Vertically load jobs to give employees more control and higher levels of responsibility

• Open feedback channels


Job Dimensions and Psychological States

• Experienced meaningfulness of the work

• Experienced responsibility for work outcomes

• Knowledge of results


Work and Personal Outcomes

• High intrinsic motivation

• High job performance

• High job satisfaction

• Low absenteeism and turnover


Job Characteristics Model


Exhibit 7.5

Individual Differences

• Growth-need strength

• Knowledge and skills

• Satisfaction with the work context


The Social Information Processing Model

Factors other than the core dimensions influence how employees respond to job design

Social information

Social environment provides employees with information about how they should evaluate their jobs and work outcomes


Meeting Organizational Objectives

• Social identity theory

• Goal setting

• Management by objectives (MBO)


Social Identity Theory

People tend to classify themselves and others

into social categories

Team membership

Religious affiliation


Goal Setting

• Explains what types of goals are most effective in

producing high levels of motivation and performance

• Emphasizes how to motivate employees to contribute

inputs to their jobs

• Stresses importance of ensuring that employees’

inputs result in acceptable levels of job performance


Goal Characteristics

Specificity Difficulty


How Do Goals Affect Motivation?

• By directing employees’ attention and action toward goal-relevant activities

• By encouraging higher levels of effort

• By encouraging the development of action plans

• By causing persistence in the face of difficulty


Management by Objectives (MBO)

Goal-setting process

Setting and evaluation of goals with manager on periodic basis

Basic Steps

Goal setting

Implementation

Evaluation


Basic Steps in MBO


Goal setting Implementation Evaluation

Exhibit 7.7

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