Chapter 8: Motivation in Practice

Flexible Benefits

Benefits programs tailored to employee needs.

Fairness--Distributive, Procedural, Interactional

Distributive fairness: You want to make sure rewards are fairly distributed. Procedural fairness: Procedures are consistent. interactional fairness. individuals are treated with dignity and respect.

Intrinsic Motivation

Employees will be intrinsically motivated if they feel competent, if they relate to they work they do such as doing it with friends, and if they have autonomy, meaning they have the freedom to choose.

Redesigning Jobs--Scheduling (flex time)

Flex time: Employees are free to schedule the hours they work at. Job sharing: Splitting a four hour week between two people. Telecommuting: working from home.

Compare and contrast the main ways job can be redesigned

Jobs can be redesigned through the following: Job rotation: Have employees rotate jobs. Job enlargement: give employees more tasks. Job enrichment: Involve employees in plan, execution, and evaluation. Flextime--Letting employees have flexible schedules. Job sharing--Sharing workload. Telecommuting--Working outside of regular workplace.

Job Characteristics Model

Model that identifies five core job dimensions (Skill variety, task identity, task significance, autonomy, and feedback) and how these dimensions fulfill critical psychological states and as a result produce positive outcomes for the person and workplace.

Employee Involvement Programs -Participative Management -Representative Management

Participative management: involve employees in the way decisions are made. Representative participation: Allow employees to participate in big decision. by electing representative group of employees to do so on behalf of all employees.

Various Types of Pay Programs

Piece rate Merit pay bonuses Profit sharing Gain Sharing Stock options

Employee Recognition Programs

Programs to let employees know they are recognized like employee of the month, or the cool car example.

Give examples of employee involvement measures and show how they can motivate employees

Representative participation Participative management

Show how flexible benefits turn benefits into motivators

Tailors benefits to employee needs.

Identify three alternative work arrangements and show how they might motivate employees

Telecommuting Job sharing Flextime

Describe the job characteristics model and evaluate the way it motivates by changing the work environment

The job characteristics model describes jobs in five different dimensions. These dimensions are meant to target psychological states that have personal (and work) outcomes. These outcame may be greater motivation, performance, satisfaction, and lower turnover. The five core dimensions are: Skill variety: The extent of job responsibilities an employee may have. Task identity: The extent to which an employee contributes to something identifiable. Task significance: THe extent to which an employee affects the lives of other. Autonomy: Extent to which job gives employee freedom in choosing how work is completed. Feedback: Extent to which an employee receives clear and constructive info about what he/she is doing.

Self-Efficacy in Motivation (enactive mastery, vicarious model, verbal persuasion, arousal)

Vicarious modeling: Models of success Arousal: Belief I can do it Verbal persuasion: do others think I can do it Enactive mastery: Based on past experience.

Redesigning Job--Pay Changes (variable pay)

You can reward employees through pay. Variable Pay Piece-rate (payment for what you sell/produce). Merit-based Bonuses Profit-sharing Gain Sharing (share of revenues) Employee Stock Ownership

Motivating Potential score

[(Skill variety + Task Identity + Task significance)/] * Autonomy * Feedback

Self-Determination Theory (autonomy, competence, relatedness)

If you have autonomy, competence and relatedness in work, you are more motivated to do it (promotes intrinsic motivation)