Chapter 6 Motivating Behavior with Work and Rewards

What are some practical ways to empower others include?

1. articulating a clear vision and goals 2. fostering persona mastery experiences to enhance self-efficacy and build skills' 3. modeling successful behaviors 4. sending positive messages and arousing positive emotions in employees 5. connecting employees with the outcomes of their work and giving them feedback 6. building employee confidence by showing competence, fairness, and honesty

What is empowerment?

is the process of enabling workers to set their own work goals, make decisions, and solve problems within their spheres of responsibility and authority

What is the surface value of a reward?

it's objective meaning or worth of a reward

What are alternatives to job specialization?

job rotation and job enlargement and job enrichment

What is job specialization?

jobs should be scientifically studied, broken down into small component tasks, and then standardized across all workers doing those jobs -Frederick Taylor -large-scale assembly lines -

What are the indirect compensations set by law?

social security, unemployment,and workers' unemployment compensation contributions

What is an expatriate compensation?

- organizations that ask employees to accept assignments in foreign locations usually must adjust their compensation levels to account for differences in cost of living and similar factors

What is job enlargement?

-also called horizontal job loading -is expanding a worker's job to include tasks previously performed by other workers -the increased number of tasks in each job reduces monotony and boredom -but the monotony still remained

What is the 360-degree feedback?

-also called multi-source feedback -involves employees receiving performance feedback from those on all "sides" of them in the organization-their boss, their colleagues and peers, and their own subordinates

What is telecommuting?

-an approach to alternative workplaces -allows employees to spend part of their time working-off site, usually at home -gives added flexibility

What is a "nine-eighty" schedule?

-an employee works a traditional schedule one week and a compressed schedule the next, getting every other Friday off -they work eighty hours in nine days -organization is staffed at all times but still gives employees two additional full days off each month

What are flexible work arrangements?

-are generally intended to enhance employee motivation and performance by giving workers more flexibility about how and when they work

What is the structure of the BSC?

-core is organizational vision and strategy (must be clearly established ad communicated throughout the organization by the top management team) -the four key components of organizational success: customer perceptions, financial performance, internal business processes, and innovation and learning

What are the difficulties of job enrichment?

-cost ineffective -some of the flaws are based from the two-factor theory of motivation

What is management by objectives (MBO)?

-essentially a collaborative goal-setting process through which organizational goals systematically cascade down through the organization -starts with top managers' establishing overall goals for the organization. after these goals have been set, managers and employees throughout the organization collaborate to set subsidiary goals

What does the compensation structure must have?

-must be equitable and consistent to ensure equality of treatment and compliance with the law -a fair reward for the individual's contributions to organization -an organization must develop its philosophy of compensation based on its own conditions and needs and this philosophy must be defined and built into the actual reward system -the organization must decide what types of behaviors or performance it wants to encourage with a reward system because what is rewarded tends to recur

What is an extended work schedule?

-one that requires relatively long periods of work followed by relatively long periods of paid time off -associated with having a small workforce;offshore petroleum-drilling platforms, transoceanic cargo ships, research labs in distant settings, movie crews filming in remote locations

What are the purposes of performance measurement?

-the ability to provide valuable feedback (also tells the employee where she or he stands in the eyes of the organization) -also used to decide and justify reward allocations -may be used as a starting point for discussions of training, development, and improvement -data produced can be used to forecast future human resource needs, to plan management succession, and to guide other human resource activities (recruiting, training, and development programs)

What are the problems of job specialization?

-the extreme monotony of highly specialized tasks -likely to not interest or be challenging

What is job sharing?

-two part-time employees share one full-time job -may be desirable for people who only want to work part time/when job markets are tight

What is a goal?

-useful method of enhancing employee performance -a meaningful objective -used for two purposes 1. provide useful framework for managing motivation 2. goals are an effective control device (control meaning the monitoring by management of how well the organization is performing)

What are flexible work schedules or flextime?

-workday is broken down into two categories 1.flexible time:where they choose their own schedules 2. core time: all employees must be at workstation during this time -major avdantage is workers get to tailor their workday to fit their personal needs

What is compressed work schedule?

-works a full forty-hour week in fewer than the traditional five days -most typically this schedule involves working ten hours a day for four days, leaving an extra day off -to work slightly less than ten hours a day but to complete the forty hours by lunchtime on Friday

What are the three critical psychological states?

1. Experience meaningfulness of the work: the degree to which the individual experiences the job as generally meaningful, valuable, and worthwhile 2. Experienced responsibility for work outcomes: the degree to which individuals feel personally accountable and responsible for the results of their work 3. Knowledge of results: the degree to which individuals continuously understand how effectively they are performing the job

What are the five characteristics of the job, or core job dimensions that trigger the three critical psychological states?

1. Skill Variety: the degree to which the job requires a variety of activities that involve different skills and talents 2. Task Identity: the degree to which the job requires completion of a "whole" and an identifiable piece of work; that is, the extent to which a job has beginning and an end with a tangible outcome 3. Task significance: the degree to which the job affects the lives or work of other people, both in the immediate organization and in the external environment 4. Autonomy: the degree to which the job allows the individual substantial freedom, independence, and discretion to schedule the work and determine the procedures for carrying it out 5. Feedback: the degree to which the job activities give the individual direct and clear information about the effectiveness of his or her performance

How can organizations benefit from telecommuting?

1. can reduce absenteeism and turnover since employees will need to take less "formal" time off 2. they can save on facilities such as parking spaces because fewer people will be at work on any given day -environmental benefits: fewer cars on highway

What are the conditions that must exist for empowerment to enhance organizational effectiveness?

1. the organization must be sincere in its efforts to spread power and autonomy to lower levels of the organization 2. the organization must be committed to maintaining participation and empowerment 3. the organization must be systematic and patient in its efforts to empower workers 4. the organization must be prepared to increase its commitment to training

What are ways that empowerment have been used in companies?

1. the use of work teams -this came out of Japanese quality circles -are collections of employees empowered to plan, organize, direct, and control their own work -supervisor more like coach 2. to change their overall method of organizing -to eliminate layers from its hierarchy, to become more decentralized -power, responsibility, and authority are delegated as far down the organization as possibe 3. technology helps organizations empower workers by making better and timelier information available to everyone in the organization

What are the three important issues when conducting an appraisal?

1.who does the appraisals -in most the appraiser/evaluator is the supervisor 2. how often they are done -typically once a year or semiannually 3. how performance is measured -what should be measured and the selection of the best method(s) for measuring it

What is the goal-setting theory?

Edwin Locke -assumes that behavior is a result of conscious goals and intentions -two specific goal characteristics-goal difficulty and goal specificity-were expected to shape performance

What is the expanded model of the goal-setting theory?

Locke and Gary Latham -argues that goal-directed effort is a function of four-goal attributes: difficulty, specificity, acceptance, and commitment

What are quality circles?

a group of employees who voluntarily meet regularly to identify and propose solutions to problems related to quality -evolved into a broader and more comprehensive array of workgroups called work teams

What is the balanced scorecard or BSC?

a structured performance management technique that identifies financial and nonfinancial performance measures and organizes them into a single model

What is wrong with evaluating individual performance?

a tendency to rate most individuals at about the same level and the inability to discriminate among variable levels of performance

What is a flexible reward system?

allows employees, within specified ranges, to choose the combination of benefits that best suits their needs

What is job enrichment?

based on the two-factor theory of motivation -employees can be motivated by positive job-related experiences such as feelings of achievement, responsibility, and recognition -relies on vertical job loading: adding more tasks to a job and giving more control over those tasks

What are variable work schedules?

compressed work schedule and job sharing

What is the reward system?

consists of all organizational components-including people, processes, rules and procedures, and decision-making activities-involved in allocating compensation and benefits to employees in exchange for their contributions to the organization;p

What is the difficulty of job rotation?

does not entirely address issues of monotony and boredom -may also decrease efficiency

What is indirect compensation?

employee benefits plan typical benefits include 1. Payment for time not worked, both on and off 2. Social Security contributions 3. Unemployment compensation 4. Disability and workers' compensation benefits 5. Life and health insurance programs 6. Pension or retirement plans

What are comparative methods of evaluating performance?

evaluate two or more employees by comparing them with each other on various performance dimensions -most popular are: ranking, forced distribution, paired comparisons, and use of multiple raters in making comparisons -more difficult to use

What is job characteristics theory?

focuses on the specific motivational properties of jobs -developed by Hackman and Oldham -idea of critical psychological states -these states are presumed to determine the extent to which characteristics of the job enhance employee responses to the task

What is job rotation?

involves systematically shifting workers from one job to another to sustain their motivation and interest -tasks from specialization stay the same but workers who perform them are systematically rotated across the various tasks -effective training technique -increased flexibility in transferring workers to new jobs

What is goal specificity?

is the clarity and precision of the goal -

What is performance appraisal?

is the process by which someone (1) evaluates an employee's work behaviors by measurement and comparison with previously established standards, (2) documents the results, and (3) communicates the results to the employee

What are the two broad categories of other purposes of performance appraisal?

judgment: focus on past performance and are concerned mainly with measuring and comparing performance and with the uses of this information development: focus on the future and use information from evaluations to improve performance

What is participation?

occurs when employees have a voice in decisions about their own work -can help managers determine the optimal level of employee participation (Vroom's decision-tree approach)

What is pay secrecy?

open salary information: the exact salary amounts for employees are public knowledge complete secrecy: no information is available to employees regarding other employees' salaries -most have an inbetween

What are some factors that can foster goal acceptance and commitment?

participating in the goal-setting process, making goals challenging but realistic, and believing that goal achievement will lead to valued rewards

What are the issues to consider in developing reward systems?

pay secrecy, employee participation, flexible system, ability to pay, economic and labor market factors, impact on organizational performance, expatriate compensation

What are incentive systems?

plans in which employees can earn additional compensation in return for certain types of performance 1. Piecework programs: which tie a worker's earnings to the number of units produced 2. Gain-sharing programs:which grant additional earnings to employees or workgroups for cost-reduction ideas 3. Bonus systems: which provide managers with lump-sum payments from a special fund based on the financial performance of the organization or a unit 4. Long-term compensation: which gives managers additional income based on stock price performance, earnings per share, or return on equity 5. Merit pay plans: which base pay raises on the employee's performance 6. Profit-sharing plans: which distribute a portion of the firm's profits to all employees at a predetermined rate 7. Employee stock option plans: which set aside stock in the company for employees to purchase at a reduced rate

What is the symbolic value of the reward?

subjective and personal meaning or worth of a reward

What is goal difficulty?

the extent to which a goal is challenging and requires effort -a goal must not be so difficult that it is unattainable -reinforcement also fosters motivation toward difficult goals (rewards)

What is goal acceptance?

the extent to which a person accepts a goal as his or her own

What is goal commitment?

the extent to which he or she is personally interested in reaching the goal

What is self-efficacy?

the extent to which they feel that they can still meet their goals even if they failed to do so in the past

What determines actual performance?

the interaction of goal-directed effort, organizational support (whatever the organization does to help or hinder performance), and individual abilities and traits (skills and other personal characteristics necessary to do a job)

What is a compensation package?

the total array of money (wages, salary, commissions), incentives, benefits, perquisites, and awards provided by the organization to an individual

What is the purpose of the reward system?

to attract, retain, and motivate qualified employees

What are the popular flexible work arrangements?

variable work schedules, flexible work schedules, extended work schedules, job sharing, and telecommuting

What is job design?

when work is addressed at the individual level -it can be defined as how organizations define and structured jobs