Transcript motivation.ppt

One more time: How do you motivate
employees?
Presented by Michelle Funk
Herzberg, Frederick. “One more time: How do you motivate
employees?” Harvard Business Review, January 2003.
Mysteries of motivation
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Hawthorne experiments showed
increased productivity when Elton
Mayo turned up the lights
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. . . and higher still when he turned them
back on
Herzberg’s article (based on research
in the 50’s and 60’s) still holds true
today, though learnings have still not
been fully internalized in the workplace
“KITA”
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Negative physical
Negative
psychological
Positive
These create
movement . . not
motivation!
Myths about motivation
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Reducing hours worked motivates
employees
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Spiraling wages motivate employees
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Motivated people seek more hours, not fewer
. . . Only to seek the next wage increase
Fringe benefits motivate employees
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A costly solution, yet motivation still a problem
Failed Behavioral Science
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Human relations training
Sensitivity training
Communications
Two-way communications
Job Participation
Employee Counseling
Hygiene vs. Motivators
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The opposite
of job
dissatisfaction
is not job
satisfaction,
but no job
satisfaction.
Poll: factors in job satisfaction and
dissatisfaction
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The factors that
eliminate job
dissatisfaction are
not the same as
those that create job
satisfaction
“Hygiene” practices
aim to reduce
dissatisfaction,
rather than actually
motivating
employees.
Eternal triangle
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Organizational Theory
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Industrial Engineering
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Major function of personnel management is to
be pragmatic and organize jobs in the proper
manner to offset human irrationality
Human needs are best met by attuning the
individual to the most efficient work process
Behavioral Science
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Focus on group sentiments, attitudes, and social
and psychological climates
Motivation-hygiene theory
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Work has to be enriched to bring
about effective utilization of personnel
. . . But how?
Horizontal vs. Vertical Job-Loading
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Horizontal job-loading
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Challenges such as increasing expected
production in the same amount of time
Adding another meaningless task to an existing
one
Rotating assignments
Removing difficult parts of assignments to
increase time to improve less challenging
assignments
‘Merely enlarges the meaningless of the job’
Horizontal vs. Vertical Job Loading
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Vertical job
loading
creates
motivation,
rather than
movement
Application:
Stockholder Correspondents
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Using principles of vertical job loading, “achieving” group
performed better and had better attitudes about their jobs
Enlargement vs. enrichment
in company experiment
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Reject ideas that only load jobs “horizontally”
Enlargement vs. enrichment
in company experiment
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Examples of
successful
“Vertical”
loading
suggestions
Steps for job enrichment
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Select jobs which stand to be most
improved by enrichment
Approach jobs with the conviction that
they can be changed
Brainstorm possible changes, without
concern for practicality
Steps for job enrichment
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Screen list to eliminate suggestions
that involve hygiene rather than actual
motivation
Screen list for generalities, which are
rarely followed in practice
Screen list to eliminate horizontal
loading approaches
Steps for job enrichment
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Avoid direct participation by employees –
this “sense” of being involved is hygiene
rather than motivation
Set up controlled experiments for initial
attempts at job enrichment
Be prepared for an initial drop in
performance
Be prepared for first-line supervisors to be
anxious at the beginning
Long-term benefits
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Changes should bring up level of
challenge in job equal to level of skill hired
Those who have more ability will
eventually be able to better demonstrate it,
winning promotions
Motivators have a longer-term effect on
employees’ attitudes