Chapter 6: Designing a Motivating Work Environment
What is the purpose of a performance appraisal?
-Can distribute rewards such as bonuses, annual pay raises, and promotions. -Can document termination of employees
Advantages to job rotation
-Employees are cross-trained for various tasks, therefore, increasing flexibility of tasks the employee can do. -Transfers knowledge between departments. -Reduce employee boredom -Acquire new skills
What conditions contribute to goal effectiveness?
-Feedback -Ability -Commitment
Potential downsides of goal setting
-Learning decreases -Adaptability declines -Single mindedness develops -Ethical problems increase
Tendencies that influence the appraisal system
-Liking -Leniency -Stereotypes
Psychological States include
-Meaningfulness -Responsibility -Knowledge of results
Outcomes include
-Motivation -Performance -Satisfaction -Absenteeism -Turnover
Core Job Characteristics include
-Skill variety -Task identity -Task significance -Autonomy -Feedback
How a job is designed has a major impact on...
-employee motivation, -job satisfaction, -commitment to an organization, -absenteeism, and -turnover.
Performance appraisals involve
-observing and measuring an performance then recording observations -communicating results -recognizing high performance while devising ways of improving deficiencies.
Why do SMART goals motivate (hint: 4 reasons)?
1. Give direction. 2. Energize 3. Make you think outside of the box. 4. Provide challenge.
Management by Objectives (MBO) involves the following process...
1. Setting company-wide goals derived from corporate strategy 2. Determining team- and department-level goals 3. Collaboratively setting individual-level goals that are aligned with corporate strategy 4. Developing an action plan 5. Periodically reviewing performance and revising goals
Organizations using supervisors, peers, subordinates, and sometimes even customers are use...
360-degree-feedback
After the rater uses the company's appraisal form to evaluate the performance of the ratee, both sides meet to discuss positive and negative instances of performance. This occurs during....
A performance appraisal meeting
Management by Objectives (MBO)
A systematic approach to ensure that individual and organizational goals are aligned
When employees come close to reaching their goals but fall short, they are more likely to
Behave unethically
Job specialization is efficient but leads to...
Boredom and monotony
Job specialization
Entails breaking down jobs into their simplest components and assigning them to employees so that each person would perform a select number of tasks in a repetitive manner.
What is one of the most influential theories of motivation?
Goal-setting theory
Who proposed the job characteristics model?
Hackman and Oldham
Job specialization is the earliest approach to ___ ___, originally described by the work of Frederick Taylor.
Job design
Whats the factor that poses as a major influence over worker motivation?
Job design
What is Hackman and Oldham's formula to calculate the motivating potential of a given job?
MPS = ((Skill Variety + Task Identity + Task Significance) ÷ 3) × Autonomy × Feedback
Is job rotation used only at lower levels of an organization?
No, evidence suggests that companies successfully rotate high-level employees to train managers and increase innovation in the company.
Gainsharing
companywide program in which employees are rewarded for performance gains compared to past performance.
Who first suggested Management by Objectives (MBO)?
Peter Drucker
Growth need strength
describes the degree to which a person has higher order needs, such as self-esteem and self-actualization.
What is a SMART goal?
Specific Measurable Aggressive Realistic Time-bound
Who is the "rater"?
The supervisor.
The type of incentive system used in a company may generate
Unethical behaviors
Goal setting and reward systems influence the level of ethics in the ___ ___.
Work environment
Appraisals that are more effective give employees
adequate notice, fair hearing, and judgment based on evidence
Piece Rate Systems
employees are paid on the basis of individual output they produce.
Fair hearing
ensuring that there is two-way communication during the appraisal process and the employee's side of the story is heard.
Stock options
gives an employee the right, but not the obligation, to purchase company stocks at a predetermined price
Sales commissions
involve rewarding sales employees with a percentage of sales volume or profits generated.
Judgment based on evidence
involves documenting performance problems and using factual evidence as opposed to personal opinions when rating performance
Merit pay
involves giving employees a permanent pay raise based on past performance.
Adequate notice
involves letting employees know what criteria will be used during the appraisal.
Job rotation
involves moving employees from job to job at regular intervals.
Job enrichment
is a job redesign technique that allows workers more control over how they perform their own tasks.
Autonomy
is the degree to which a person has the freedom to decide how to perform his or her tasks.
Early alternatives to job specialization include
job rotation, job enlargement, and job enrichment.
Empowerment
may be defined as the removal of conditions that make a person powerless.
Job design, goal setting, performance appraisals, and incentives should be designed while considering the
national culture context
Job characteristics model
one of the most influential attempts to design jobs with increased motivational properties.
Bonuses
one-time rewards that follow specific accomplishments of employees.
Performance appraisal
process in which a rater or raters evaluate the performance of an employee.
Profit sharing
programs involve sharing a percentage of company profits with all employees.
Job enlargement
refers to expanding the tasks performed by employees to add more variety.
Structural empowerment
refers to the aspects of the work environment that give employees discretion, autonomy, and the ability to do their jobs effectively.
Goal commitment
refers to the degree to which a person is dedicated to reaching the goal.
Task identity
refers to the degree to which a person is in charge of completing an identifiable piece of work from start to finish.
Feedback
refers to the degree to which people learn how effective they are being at work.
Skill variety
refers to the extent to which the job requires a person to utilize multiple high-level skills.
Task significance
refers to whether a person's job substantially affects other people's work, health, or well-being.