Organizational Behavior: Motivational: From Concepts To Applications
Organizational Behavior: Motivational: From Concepts To Applications
Behavior
Chapter 7
Motivational:
From Concepts to Applications
3. Identify three alternative work arrangements and show how they might motive
employees.
4. Give examples of employee involvement measures and show how they can motivate
employees.
5. Demonstrate how the different types of variable-pay programs can increase employee
motivation.
8-3
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Describe the job characteristics model and
LO 1 evaluate the way it motivates by changing
the work environment
8-4
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Describe the job characteristics model and
LO 1 evaluate the way it motivates by changing
the work environment
8-5
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Compare and contrast the main
LO 2 ways jobs can be redesigned
Repetitive jobs provide little variety, autonomy, or
motivation.
Job Rotation
Referred to as cross-training.
Periodic shifting from one task to another.
Strengths of job rotation: reduces boredom, increases
motivation, and helps employees better understand their
work contributions.
Weaknesses include: creates disruptions, extra time for
supervisors addressing questions, training time and
efficiencies.
8-6
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Compare and contrast the main
LO 2 ways jobs can be redesigned
8-7
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Compare and contrast the main
LO 2 ways jobs can be redesigned
8-8
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Compare and contrast the main
LO 2 ways jobs can be redesigned
8-10
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Identify three alternative work arrangements
LO 2 and show how they might motive employees
Job Sharing
Two or more people split a 40-hour-a-week job.
Approximately 19 percent of large organizations now
offer job sharing.
Job sharing increases flexibility and can increase
motivation and satisfaction when a 40-hour-a-week
job is just not practical.
The major drawback is finding compatible pairs of
employees who can successfully coordinate the
intricacies of one job.
8-11
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Identify three alternative work arrangements
LO 2 and show how they might motive employees
Telecommuting
Employees who do their work at home at least
two days a week on a computer that is linked to
their office.
8-12
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Identify three alternative work arrangements
LO 3 and show how they might motive employees
Telecommuting Advantages
Larger labor pool
Higher productivity
Less turnover
Improved morale
Reduced office-space costs
8-13
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Identify three alternative work arrangements
LO 3 and show how they might motive employees
Telecommuting Disadvantages
Employer
Less direct supervision of employees
Difficult to coordinate teamwork
Difficult to evaluate non-quantitative
performance
Employee
May not be noticed for his or her efforts
8-14
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Give examples of employee involvement
LO 4 measures and show how they can
motivate employees
Common to all participative management
programs is joint decision making,
subordinates share a significant degree of
decision-making power with their immediate
superiors.
But for it to work, employees must be engaged in
issues relevant to their interests so theyll be
motivated, they must have the competence and
knowledge to make a useful contribution, and trust
and confidence must exist among all parties.
8-15
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Give examples of employee involvement
LO 4 measures and show how they can
motivate employees
Almost every country in Western Europe has some
type of legislation requiring representative
participation.
The goal is to redistribute power within an
organization.
The two most common forms:
Works councils
Board representatives
8-16
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Variable-Pay Programs
A number of organizations are moving away
from paying solely on credentials or length of
service.
Piece-rate plans, merit-based pay, bonuses,
profit sharing, gain sharing, and employee stock
ownership plans are all forms of a variable-pay
program.
Earnings therefore fluctuate up and down.
8-17
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Piece-Rate Pay Plans
Workers are paid a fixed sum fore each unit of
production completed.
A pure piece-rate plan provides no base salary
and pays the employee only for what he or she
produces.
Although incentives are motivating and relevant
for some jobs, it is unrealistic to think they can
constitute the only piece of some employees
pay.
8-18
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Merit-Based Pay Plansbased on performance
appraisal ratings
Main advantage is that it allows employers to
differentiate pay based on performance.
Create perceptions of relationships between
performance and rewards.
Limitations include: based on annual
performance appraisal; merit pool fluctuations
based on economic conditions; unions typically
resist merit pay plans.
8-19
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Bonusesbecoming a wider used system in many
organizations.
An annual bonus is a significant component of
total compensation for many jobs.
Bonus plans increasingly include lower-ranking
employees; many companies now routinely
reward production employees with bonuses in
the thousands of dollars when profits improve.
Downsides of bonuses: employees pay is more
vulnerable to cuts.
8-20
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Skill-Based Pay
An alternative to job-based pay bases pay levels
on how many skills employees have or how
many jobs they can do.
Skill-based pay plans is that they increase the
flexibility of the workforce.
Skill-based pay also facilitates communication
across the organization because people gain a
better understanding of each others jobs.
8-21
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Profit-sharing plans are organization-wide
programs that distribute compensation based on
some established formula centered around a
companys profitability.
Profit-sharing plans at the organizational level
appear to have positive effects on employee
attitudes.
8-22
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
An employee stock ownership plan (ESOP) is a
company-established benefit plan in which
employees acquire stock, often at below-market
prices, as part of their benefits.
Research on ESOPs indicates they increase
employee satisfaction and innovation.
ESOP plans for top management can reduce
unethical behavior.
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Demonstrate how the different types
LO 5 of variable-pay programs can increase
employee motivation
Do variable-pay programs increase motivation and
productivity?
The answer is a qualified yes.
8-24
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Show how flexible benefits turn
LO 6 benefits into motivators
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Show how flexible benefits turn
LO 6 benefits into motivators
8-27
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Identify the motivational benefits
LO 7 of intrinsic rewards
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Summary and Implications for Managers
8-29
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Summary and Implications for Managers
8-30
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