Motivation: From Concepts to...

Kelli J. Schutte William Jewell College

Robbins, Judge, and Vohra

Organizational Behavior 14th Edition

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Organizational

Behavior, 14e

Motivation: From Concepts to Applications

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Behavior, 14e

How Can Jobs be Redesigned?

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Job Rotation

• The shifting of an employee from one task to another with similar skill requirements.

Job Enrichment

• The expansion of a job by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.



Behavior, 14e

Strengths of Job Rotation

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Reduces boredom

Increases understanding

of work contribution

Increased skills

Helps managers in scheduling



Behavior, 14e

Job Enrichment – Possible Actions

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E X H I B I T 8-2

Combine Tasks

Form Natural Work Units

Establish Client Relations

Expand Jobs Vertically

Open Feedback Channels



Behavior, 14e

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.

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Behavior, 14e

Social and Physical Context of Work

Social Context

– Some social characteristics that improve job performance include:

• Interdependence

• Social support

• Interactions with other people outside of work

Physical Context

– The work context will also affect employee satisfaction

• Work that is hot, loud, and dangerous is less satisfying

• Work that is controlled, relatively quiet, and safe

will be more satisfying

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Behavior, 14e

Employee Involvement

Employee involvement is a participative process

that uses employees’ input to increase their

commitment to the organization’s success.

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Examples of Employee Involvement Programs

• Participative Management • Representative Participation



Behavior, 14e

Using Rewards to Motivate Employees

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Although pay is not the primary factor driving job

satisfaction, it is a motivator.

– Establish a pay structure

– Variable-pay programs



Behavior, 14e

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.

– Advantages of recognition programs are that they are

inexpensive and effective.

– Some critics say they can be politically

motivated and if they are perceived to be

applied unfairly, they can cause more harm

than good.

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Behavior, 14e

Global Implications

Job Characteristics and Job Enrichment

– Studies do not yield consistent results about applicability to other

cultures

Telecommuting

– Most common in the United States

Variable Pay

– Most believe variable pay systems work best in individualistic

cultures such as the United States.

– Fairness is an important factor

Flexible Benefits

– Popular in all cultures

Employee Involvement

– Differ among countries

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Motivation: From Concepts to...

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