organizational behavior mba-542 instructor: erlan bakiev, ph.d
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Organizational Behavior MBA-542 Instructor: Erlan Bakiev, Ph.D. Chapter 7 Motivation: From Concepts to Application. Essentials of Organizational Behavior , 11/e Stephen P. Robbins & Timothy A. Judge. After studying this chapter, you should be able to:. - PowerPoint PPT PresentationTRANSCRIPT
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Organizational BehaviorMBA-542
Instructor: Erlan Bakiev, Ph.D.
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Chapter 7
Motivation: From Concepts
to Application
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Essentials of Organizational Behavior, 11/e
Stephen P. Robbins & Timothy A. Judge
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After studying this chapter, you should be able to:
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1. Describe the job characteristics model and evaluate the way it motivates by changing the work environment.
2. Compare and contrast the three main ways jobs can be redesigned.
3. Give examples of employee involvement measures and show how they can motivate employees.
4. Demonstrate how the different types of variable-pay programs can increase employee motivation.
5. Show how flexible benefits turn benefits into motivators.
6. Identify the motivational benefits of intrinsic rewards.
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Motivating by Changing the Work Environment: JCM
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The Job Characteristics Model - jobs are described in terms of five core dimensions:
Skill variety Task identity Task significance Autonomy Feedback
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The Job Characteristics Model7-5
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JCM: Designing Motivational Jobs7-6
JCM-designed jobs give internal rewards Individual’s growth needs are moderating
factors Motivating jobs must be:
Autonomous Provide feedback, and Have at least one of the three meaningfulness
factors
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How Can Jobs be Redesigned?
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Job Rotation The periodic shifting of an employee from one task to another
Job Enrichment Increasing the degree to which the worker controls the planning, execution and evaluation of the work
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Guidelines for Enriching a Job Using JCM7-8
Enrichment reduces turnover and absenteeism while increasing satisfaction.
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Alternate Work Arrangements7-9
Flextime Some discretion over when
worker starts and leaves Job Sharing
Two or more individuals split a traditional job
Telecommuting Work remotely at least two
days per week
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The Social and Physical Context
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Social characteristics that improve job performance: Interdependence Social support Interactions with people outside the workplace
Work context also affects performance. Some things to consider are: Temperature Noise level Safety
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Employee Involvement7-11
A participative process that uses the input of employees
to increase their commitment to the
organization’s success
Two types:Participative Management
Representative Participation
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Participative Management7-12
Subordinates share a significant degree of decision-making power with superiors
Required conditions: Issues must be relevant Employees must be competent and
knowledgeable All parties must act in good faith
Only a modest influence on productivity, motivation, and job satisfaction
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Representative Participation7-13
Workers are represented by a small group of employees who participate in decisions affecting personnel Works Councils Board membership
Desires to redistribute power within an organization
Does not appear to be very motivational
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Rewarding Employees
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Major strategic rewards decisions:
1. What to pay employees2. How to pay individual
employees3. What benefits to offer4. How to construct employee
recognition programs
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1. What to Pay7-15
Need to establish a pay structure Balance between:
Internal equity – the worth of the job to the organization
External equity – the external competitiveness of an organization’s pay relative to pay elsewhere in its industry
A strategic decision with trade-offs
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2. How to Pay: Variable-Pay Programs
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Bases a portion of the pay on a given measure of performance
Piece-Rate Pay – workers are paid a fixed sum for each unit of production completed
Merit-Based Pay – pay is based on individual performance appraisal ratings
Bonuses – rewards employees for recent performance
Skill-Based Pay – pay is based on skills acquired instead of job title or rank – doesn’t address the level of performance
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More Variable Pay Programs7-17
Profit-Sharing Plans – organization-wide programs that distribute compensation based on an established formula designed around profitability
Gainsharing – compensation based on sharing of gains from improved productivity
Employee Stock Ownership Plans (ESOPs) – plans in which employees acquire stock, often at below-market prices
While it appears that pay does increase productivity, it seems that not everyone responds
positively to variable-pay plans.
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3. What Benefit to Offer: Flexible Benefits
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Each employee creates a benefit package tailored to
their own needs and situation Modular plans – predesigned
packages to meet the needs of a specific group
Core-plus plans – core of essential benefits and menu of options to choose from
Flexible spending plans – full choice from menu of options
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4. How to Recognize Them: Employee Recognition Programs7-19
In addition to pay there are intrinsic rewards Can be as simple as a spontaneous comment Can be formalized in a program
Recognition is the most powerful workplace motivator – and the least expensive!
Thank you!
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Global Implications7-20
Do motivational approaches vary by culture? Job Characteristics/Enrichment: may not be
the same in collectivist cultures Telecommuting, variable pay, flexible
benefits: while all of these seem to be on the increase, not enough research has been done to make any conclusions
Employee Involvement: important to modify practices to reflect national culture
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Implications for Managers7-21
Recognize and allow for individual differences
Use specific goals and feedback Allow employees to participate in
decisions that affect them Link rewards to performance Check the reward system for equity
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Keep in Mind…7-22
Most people respond to the intrinsic job characteristics of the JCM
It is not clear that employee involvement programs work – use caution!
Variable-pay plans can enhance motivation
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Summary7-23
1. Described the job characteristics model and evaluated the way it motivates by changing their work environment.
2. Compared and contrasted the three main ways jobs could be redesigned.
3. Gave examples of employee involvement measures and how they could motivate employees.
4. Demonstrated how the different types of variable-pay programs could increase employee motivation.
5. Showed how flexible benefits can turn benefits into motivators.
6. Identified the motivational factors of intrinsic rewards.