Explains how to motivate employees on job by using various pay methods and other types of motivational tools.

1. OB MotivationFrom Concepts to Applications

2. #1 Job Characteristics Model And The Way it Motivates by Changing Work Environment

3. Job Design Theory Job Characteristics Model A Model that Identifies five job characteristics and their relationship to personal and work outcomes. Characteristics Skill variety Task identity Task significance Autonomy Feedback

5. Meaningfulness of work

6. Personal feelings of responsibility for resultsIncreases in these psychological states result in increased motivation, performance, and job satisfaction.

7. Job Design Theory Skill Variety The degree to which a job requires a variety of different activities (how may different skills are used in a given day, week, month?) Task Identity The degree to which the job requires completion of a whole and identifiable piece of work (from beginning to end) Task Significance The degree to which the job has a substantial impact on the lives or work of other people

8. Job Design Theory Autonomy The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out Feedback The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance

9. #2 Ways of Redesigning The Job

10. Job Design Theory Job Rotation The periodic shifting of a worker from one task to another Job Enlargement The horizontal expansion of jobs Job Enrichment The vertical expansion of jobs

11. #3 Work Arrangements & How they Motivate

13. Job sharing

15. Alternative Work Arrangements Flextime Benefits The obvious benefit to an employer is the ability to accommodate employees who have trouble balancing their jobs and their families. In order to retain those employees it would be in the company's best interests to allow their staff to have a flexible schedule. You'll gain increased productivity and worker satisfaction, along with decreased absenteeism and turnover--all great money-savers for your company

17. Job sharing is an employment arrangement where typically two people are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time

19. Alternative Work Arrangements Telecommuting Employees do their work at home on a computer that is linked to their office Categories of Telecommuting Jobs Routine information-handling tasks Mobile activities Professional and other knowledge-related tasks

20. Alternative Work Arrangements Telecommuting Employees do their work at home at least two days a week on a computer that is linked to their office. The Virtual Office Employees work out of their home on a relatively permanent basis. Typical Telecommuting Jobs Professional and other knowledge-related tasks Routine information-handling tasks Mobile activities

22. Less TurnoverDisadvantages For people for have high social need, telecommunicating can increase feelings of isolation

23. Performance = f(A x M x O)

24. #4 Give Examples of employee involvement measures and show how they can motivate employees?

25. Employee Involvement Program A participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization’s success

26. Examples of Employee Involvement Participative Management Subordinates share a significant degree of decision-making power with their immediate superiors Representative Participation Workers participate in organizational decision making through a small group of representative employees. Works Councils Groups of nominated employees who must be consulted when management makes decisions about personnel Board Representative A form of representative participation; employees sit on a company’s board of directors and represent the interests of the firm’s employees.

27. Examples of Employee Involvement Quality Circle A work group of employees who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions

28. EI Programs and Motivation Theories Employee Involvement Programs Theory Y(Believing Employees Want to Be Involved) Two-Factor Theory(Intrinsic Motivation) ERG Theory(EmployeeNeeds)

29. #6 Show how Flexible Benefits turn benefits into motivators?

30. Flexible Benefits Employees tailor their benefit program to meet their personal need by picking and choosing from a menu of benefit options.

31. Flexible Benefits Modular Plans Predesigned benefits packages for specific groups of employees Core-Plus Plans A core of essential benefits and a menu-like selection of other benefit options Flexible Spending Plans Allow employees to use their tax-free benefit dollars to purchase benefits and pay service premiums

32. #5 How different Variable-pay Programs can increase employee motivation?

35. How to Pay (e.g., Piece rate, merit based, bonuses, profit sharing, gain sharing, ESOPs, skill-based pay)

36. What Benefits to Offer (e.g., Flexible benefits)

38. Profit sharing plans

40. Rewarding Employees Employee Stock Ownership Plans (ESOPs) Company-established benefit plans in which employees acquire stock as part of their benefits.

41. Rewarding Employees Skill-based Pay Plans Pay levels are based on how many skills employees have or how many jobs they can do. Benefits of Skill-based Pay Plans: Provides staffing flexibility Facilitates communication across the organization Lessens “protection of territory” behaviors Meets the needs of employees for advancement (without promotion) Leads to performance improvements

42. Rewarding Employees Drawbacks of Skill-based Pay Plans: Lack of additional learning opportunities that will increase employee pay Continuing to pay employees for skills that have become obsolete Paying for skills that are of no immediate use to the organization Paying for a skill, not for the level of employee performance for the particular skill

43. #7 Intrinsic Rewards And Their Motivational Benefits

44. Employee Recognition Programs Intrinsic rewards: Stimulate Intrinsic Motivation Personal attention given to employee Approval and appreciation for a job well done Growing in popularity and usage Benefits of Programs Fulfill employees’ desire for recognition Inexpensive to implement Encourages repetition of desired behaviors Drawbacks of Programs Susceptible to manipulation by management

45. E X H I B I T 7–2 From the Wall Street Journal, October 21, 1997. Reprinted by permission of Cartoon Features Syndicate.

47. Use goals and feedback

48. Allow employees to participate in decisions that affect them

49. Link rewards to performance