HND – 5. Motivation

ApplicationsLim Sei Kee @ cK

Job Design Theory

Characteristics

1. Skill variety

2. Task identity

3. Task significance

4. Autonomy

5. Feedback

Characteristics

1. Skill variety

2. Task identity

3. Task significance

4. Autonomy

5. Feedback

Job Characteristics Model

Identifies five job characteristics and their relationship to personal and work outcomes

Motivation by Job Design: The JCM

Job Characteristics Model (JCM)◦ Hackman and Oldham’s concept that any job can be

described through five core job dimensions:

Skill variety – Requirements for different tasks in the job. Task identity – Completion of a whole piece of work. Task significance – The job’s impact on others. Autonomy – Level of discretion in decision making. Feedback – Amount of direct and clear information on

performance.

◦ The way elements in a job are organized (job design) impacts motivation, satisfaction and performance.

The Job Characteristics Model

Source: J.R. Hackman and G.R. Oldham, Work Design (excerpted from pp. 78–80). © 1980 by Addison-Wesley Publishing Co., Inc. Reprinted by permission of Addison-Wesley Longman, Inc.

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

Employee involvement program

Forms of Employee Involvement

Participative Management

Representative Participation

Quality Circles

Employee Stock Ownership Plans

A process in which subordinates share a significant degree of decision-making power with their immediate superiors.

Participative Management

Workers participate in organizational decision making through a small group of representative employees.

Work Councils – groups of nominated or elected

employees who must ne consulted when

management makes decisions involving personnel

Board Representatives – a form of representative

participation; employees sit on a company’s board

of directors and represent the interests of the

firm’s employees

Representative Participation

A work group of employees who meet regularly to discuss their quality problems, investigate causes, recommend solutions and take corrective actions.

Quality Circles

Company-established benefit plans in which employees acquire stock as part of their benefits

Employee Stock Ownership Plans

Job Rotation

Job Enlargement

Job Enrichment

Job redesign

Job Rotation - The periodic shifting of an

employee from one task to another

Job Enlargement - Increasing the

number and variety of tasks that an

individual performs results in jobs with

more diversity

Job Enrichment - The vertical expansion

of jobs, increasing the degree to which the

worker controls the planning, execution,

and evaluation of his or her work.

Strengths of Job Rotation

Reduces boredom

Increases understanding of work

contribution

Increased skills

Helps managers

in scheduling

Job Enrichment – Possible Actions

Combine Tasks

Form Natural Work Units

Establish Client Relations

Expand Jobs Vertically

Open Feedback Channels

Flextime Job Sharing Telecommuting

Job Scheduling

Alternative Work Arrangements Flextime

◦ Flextime allows employees to choose the hours they work within a defined period of time.

Job Sharing◦ Job Sharing allows two or more individuals to split

a traditional 40-hour-a-week job. Telecommuting

◦ Telecommuting allows workers to work from home at least 2 days a week on a computer linked to the employer’s office.

Using Rewards to Motivate Employees

Although pay is not the primary factor driving job satisfaction, it is a motivator. ◦ Establish a pay structure◦ Variable-pay programs

Types of Variable-Pay Programs

Piece-Rate Pay◦ Pays a fixed sum of money for each unit of production

completed.

Merit-Based Pay◦ Pays for individual performance based on performance

appraisal results. If appraisals are designed correctly, workers performing at a high level will get more pay.

Bonuses◦ Pay a lump sum at the end of a designated period of

time based on individual and/or organizational performance.

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.

Skill-based Pay Plans

Benefits of Skill-based Pay Plans:

1. Provides staffing flexibility

2. Facilitates communication across the organization

3. Lessens “protection of territory” behaviors

4. Meets the needs of employees for advancement (without promotion)

5. Leads to performance improvements

Benefits of Skill-based Pay Plans:

1. Provides staffing flexibility

2. Facilitates communication across the organization

3. Lessens “protection of territory” behaviors

4. Meets the needs of employees for advancement (without promotion)

5. Leads to performance improvements

Pay levels are based on how many skills employees have or how many jobs they can do.

Skill-based Pay Plans (cont’d)

Drawbacks of Skill-based Pay Plans:

1. Lack of additional learning opportunities that will increase employee pay

2. Continuing to pay employees for skills that have become obsolete

3. Paying for skills that are of no immediate use to the organization

4. Paying for a skill, not for the level of employee performance for the particular skill

Drawbacks of Skill-based Pay Plans:

1. Lack of additional learning opportunities that will increase employee pay

2. Continuing to pay employees for skills that have become obsolete

3. Paying for skills that are of no immediate use to the organization

4. Paying for a skill, not for the level of employee performance for the particular skill

Flexible Benefits Flexible benefits give individual rewards

by allowing each employee to choose the compensation package that best satisfies his or her current needs and situations.

Flexible Benefits

Flexible Spending Plans Allow employees to use their tax-free benefit dollars to purchase benefits and pay service premiums

Flexible Spending Plans Allow employees to use their tax-free benefit dollars to purchase benefits and pay service premiums

Modular Plans Predesigned benefits packages for specific groups of employees

Modular Plans Predesigned benefits packages for specific groups of employees

Core-Plus PlansA core of essential benefits and a menu-like selection of other benefit options

Core-Plus PlansA core of essential benefits and a menu-like selection of other benefit options

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

1. Discuss job characteristics model. 2. What is employee involvement program?

Describe how can a manager use them to effectively motivate others.

3. Explain how to enhance motivation through job enrichment, job enlargement and job rotation.

4. What are the advantages and disadvantages of implementing skill-based pay plans?

Presentation Q