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.