Transcript Robbins & Judge Organizational Behavior 13e
Robbins & Judge
Organizational Behavior
14th Edition
Motivation: From Concepts to Applications
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall Kelli J. Schutte William Jewell College 8-0
Topics we will cover
Chapter 8 The job characteristics model How can jobs be re-dessigned?
Examples of employee involvement program What to pay: establishing a pay structure
How to pay: rewarding
– Variable pay, piece-rate pay, merit based, bonuses, sill-based, profit sharing plans, gain sharing, employee stock ownership plans
Flexible benefits Intrinsic rewards: employee recognition programs Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 8-1
The Job Characteristics Model
Five Core Job Dimensions
– Skill Variety : degree to which the job incorporates a number of different skills and talents – Task Identity : degree to which the job requires the completion of a whole and identifiable piece of work – Task Significance others : how the job impacts the lives of – Autonomy : identifies how much freedom and independence the worker has over the job – Feedback : how much the job generates direct and clear information about the worker’s performance
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The Job Characteristics Model
Core job dimensions Critical psychological states Skill Variety Task identity Task significance Autonomy Experienced meaningfulness of the work Responsibility for outcomes Feedback Knowledge of actual results © 2009 Prentice-Hall Inc. All rights reserved.
EMPLOYEE GROWTH Personal and work outcomes High work motivation High quality performance & satisfaction Low turnover 8-3
How Can Jobs be Redesigned?
Job Rotation • The shifting of an employee from one task to another with similar skill requirements.
• Flexibility + avoids layoffs Job Enrichment • The expansion of a job by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.
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Strengths of Job Rotation
Helps managers in scheduling Reduces boredom Increased skills Increases understanding of work contribution
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Job Enrichment – Possible Actions
Combine Tasks Form Natural Work Units Establish Client Relations Expand Jobs Vertically Open Feedback Channels
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Employee Involvement
Definition: A participative process that uses employees’ input to increase their commitment to the organization’s success. Examples of Employee Involvement Programs • Participative Management • Joint decision making, helps with poor morale and low productivity, mixed results • Representative Participation • Goal is to re-distribute power, work councils or board representatives
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Using Rewards to Motivate Employees
Although pay is not the primary factor driving job satisfaction, it is a motivator.
1. Establish a pay structure 2. Variable-pay programs
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1. Establishing a Pay Structure Internal Pay Equity -Job evaluation External Pay Equity - External competitiveness
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2. How to Pay
Variable-Pay Programs
– Piece-Rate Pay – Merit-Based Pay – Bonuses – Skill-Based Pay – Profit-Sharing Plans – Gainsharing – Employee Stock Ownership Plans
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Types of Variable-Pay Programs
Piece-Rate Pay – Pays a fixed sum of money for each unit of production completed. For example: Ballpark workers selling peanuts and soda get $1 for each bag of peanuts and soda sold.
Merit-Based Pay – Bonuses – Pays for individual performance based on performance appraisal results. If appraisals are designed correctly, workers performing at a high level will get more pay.
Pay a lump sum at the end of a designated period of time based on individual and/or organizational performance.
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More Types of Variable-Pay Programs
Skill-Based Pay
– Pays based on the number of skills employees have or the number of jobs they can do.
Profit-Sharing Plans
– Pays out a portion of the organization’s profitability. It is an organization-wide program and is based on a predetermined formula.
Gainsharing
– Pays for improvements in group productivity from one period to another. It is a group incentive plan.
Employee Stock Ownership Plans (ESOP)
– – Provides each employee with the opportunity to acquire stock as part of their benefit package.
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Flexible Benefits
A benefits plan that allows each employee to put together a benefits package individually tailored to his or her own needs and situation
– – Its not a “one size fits all” Flexible: age, marital status, number/age of dependents, etc
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Employee Recognition Programs
Employee rewards need to be intrinsic and extrinsic. Employee recognition programs are a good method of intrinsic rewards.
– The rewards can range from a simple thank-you to more widely publicized formal programs. – – – Financial incentives are more motivating: in the short term Advantages: they are inexpensive and effective.
Some critics say: • they can be politically motivated and if they are perceived to be applied unfairly
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