CHAPTER 8
MOTIVATION;
From Concepts
to Applications
GROUP MEMBERS
Romer Lumanglas
Jan Carlo Villaroya
Angelica Balmeo
Lei Allyson Agustin
LEARNING OBJECTIVES
After studying this chapter, you should be able to:
8-1 Describe how the job characteristics model motivates by changing the
work environment.
8-2 Compare the main ways jobs can be redesigned.
8-3 Explain how specific alternative work arrangements can motivate
employees
8-4 Describe how employee involvement measures can motivate employees.
8-5 Demonstrate how the different types of variable-pay programs can
increase employee motivation.
8-6 Show how flexible benefits turn benefits into motivators.
8-7 Identify the motivational benefits of intrinsic rewards
MOTIVATING BY JOB DESIGN:
The Job Characteristics Model
The Job Characteristics Model
Task Significance the degree to which a job
Developed by J. Richard Hackman and
affects the lives or work of
Greg Oldham, the job characteristics
other people
model (JCM) describes jobs in terms of
five core job dimensions:
Autonomy the degree to which a job
provides the worker freedom,
independence, and discretion in
Skill Variety the degree to which a job scheduling work and
requires different activities determining the procedures for
using specialized skills and carrying it out.
talents.
the degree to which a job
Feedback the the degree to which
Task Identity carrying out work activities
requires completion of a generates direct and clear
whole and identifiable piece information about your
of work. own performance.
JOB REDESIGN
Job Rotation
“The periodic shifting of an employee Relational Job Design
from one task to another” “Constructing jobs so employees see
the positive difference they can make
in the lives of others directly through
their work.”
ALTERNATIVE WORK
ARRANGEMENTS
FLEXTIME
- short for "flexible work time".
Flextime employees must work a
specific number of hours per week
but may vary their hours of work
within limits.
ALTERNATIVE WORK
JOB SHARING ARRANGEMENTS
- An arrangement that
allows two or more TELECOMMUTING
individuals to split a
- It refers to working at
traditional 40-hour-a-
home or anywhere else
week job.
the employee chooses
that is outside the
workplace
EMPLOYEE INVOLVEMENT
AND PARTICIPATION
- It is a process that uses employees’ input to increase their
commitment to organizational success.
EXAMPLES OF EMPLOYEE
INVOLVEMENT PROGRAMS
Participative Management Representative Participation
A system in which workers
A process in which subordinates
participate in organizational
share a significant degree of
decision making through a small
decision-making power with their
immediate superiors.
group of representative employees
Using Rewards to
Motivate Employees
WHAT TO PAY :
Establishing a Pay Structure
Internal Equity
The worth of the job
to the organization
Ixternal Equity
the competitivenes of an
organization’s pay
relative to pay in its
industry
HOW TO PAY:
Rewarding individual employees through
Variable-Pay Programs
VARIABLE -PAY PROGRAMS
also known as
PAY-FOR- PERFORMANCE - A pay plan that bases a
portion of an employee’s pay
on some individual and/or
organizational measure of
performance
DIFFERENT TYPES OF VARIABLE-
PAY PROGRAMS
PIECE-RATE PAY
MERIT-BASED PAY
BONUS - Managers should monitor their
PROFIT-SHARING PLAN employees’ performance-reward
expectancy, since a combination
EMPLOYEE STOCK
of elements that makes employees
OWNERSHIP PLAN feel that their greater
performance will yield them
greater rewards will be the most
motivating.
USING BENEFITS TO MOTIVATE
EMPLOYEES
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.
USING INTRINSIC REWARDS TO
MOTIVATE EMPLOYEES
Employee Recognition Program
-A plan to encourage specific employee
behaviors by formally appreciating
specific employee contributions.
CONCLUSION
Understanding what motivates individuals is ultimately key to
organizational performance. Employees whose differences are
recognized, who feel valued, and who have the opportunity to work in
jobs tailored to their strengths and interests will be motivated to
perform at the highest levels. Employee participation also can increase
employee productivity, commitment to work goals, motivation, and job
satisfaction.
However, we cannot overlook the powerful role of organizational
rewards in influencing motivation. Pay, benefits, and intrinsic rewards
must be carefully and thoughtfully designed in order to enhance
employee motivation toward positive organizational outcomes.
THANK YOU
