This allows us to attract better performers and keep the

good talent we have

Steve Scholl
MOTIVATION THROUGH JOB DESIGN
Major strategy for enhancing motivation is to make
the job so challenging and the worker so responsible
that he/she is motivated just by performing the job.
JOB ENRICHMENT
Refers to making the job more motivational and
satisfying by adding variety, responsibility, and
managerial decision making.
Gives workers a sense of ownership,
responsibility, and accountability for their work.
CHARACTERSISTIC OF AN ENRICHED JOB
Characteristics Consequences
1. Direct feedback
2. Client relationships
3. New learning
4. Control over method
5. Control over
scheduling
6. Unique experience
7. Control over resources
8. Direct communication
authority
9. Personal accountability
Increased
job
satisfaction
and
productivity




EMPOWERMENT AND INVOLVEMENT
AS A TYPE OF JOB ERICHMENT
Empowerment
Is the process of sharing power with group members,
thereby enhancing their feelings of self-decency.
Empowering workers usually enhances their motivation
because having more power is intrinsically motivating.
JOB CHARACTERISTIC MODEL
A method of job design that focuses on the task and
interpersonal demands of a job.
5 measurable characteristic of a job that can improve
employees motivation, satisfaction and performance.
1. Skill Variety
2. Task Identity
3. Task Significance
4. Autonomy
5. Feedback
JOB CHARACTERISTIC MODEL
Core Job Characteristic Personal and Work Outcomes Critical Psychological States
Skill Variety
Task Identity
Task Significance
Experienced
Meaningfulness of Work
Autonomy
Feedback from Job
Experienced Responsibility
for Outcomes of work
Knowledge of Actual
Results of Work Activities
High Internal Work Motivation
High General Job Satisfaction
High Growth Satisfaction
Low Turnover and Absenteeism
High-Quality Work Performance
Strength of Employees
Need for Growth
JOB CRAFTING
- refers to the physical and mental changes workers
make in the task or relationship aspects of their job.

3 Common Types of Job Crafting Involve Changing:
1. The number and type of job tasks
2. The interaction with others on the job
3. One's overview of the job


ORGANIZATIONAL BEHAVIOR
MODIFICATION
is the application of reinforcement theory for
motivating people in work settings. OB Mod programs
typically use positive reinforcement rather than
punishment to modify behaviour.
Steps In A Formal OB Mod Program
Identifying the behaviours.
Measure the baseline performance.
Analyze the behavioural antecedents and contingent
consequences in performance-related context.
Decides on an intervention strategy appropriate to the
situation.
Answer the question of whether the OB Mod program
leads to performance improvement in observable and
measurable terms.

RULES FOR THE APPLICATION OF
OB MOD PROGRAM
Choose an appropriate reward or punishment.
Reinforce the behaviors you really want to encourage.
Supply ample feedback.
Rewards should be commensurate with good deed.
Schedule rewards intermittently.
Rewards and punishments should follow the observed
behavior closely in time.
Make rewards visible to the recipient and to others.
Change the reward periodically.
WAYS TO MOTIVATE WORKERS


giving them praise


recognize them for doing a great job
EFFECTS ON MOTIVATING
WORKERS
Employees take pride
Better performances
Motivated in the job
More focused in work
Inspires to do more
Recognition as a Motivator
Compensation as an entitlement, recognition as a gift
Points to consider
Feedback is an essential part of recognition specific
comment about the worker
Praise is one of the most powerful forms of recognition
general praise or factual statement
Reward and recognition programs should be linked to
organizational goals
Employee input into what type of rewards and
recognition are valued is useful
It is important to evaluate the effectiveness of the
reward and the recognition program
Pride as Motivator


Workers who are pride of their accomplishments are
eager to receive their recognition for what they have
achieved. And once this recognition was given to
them, they tend to work harder to do their job to
attain more and experience again the same feeling
when they were recognized.
MOTIVATION THROUGH FINANCIAL
INCENTIVES


A natural reinforcer for workers at any level is to offer
them financial incentives for good performance.
Compensation is a major issue for modern workers.
EMPLOYEE STOCK OWNERSHIP
AND STOCK OPTIONS
Widely used method of motivating workers through
financial means is to make them part owners of the
business through stock purchases.


Major potential problem with stock options as a
motivational tool is that they become worthless if a
stock plunges , because the employee is left with no
option to purchase stock at above the market value.
GAINSHARING


is a formal program of allowing employees to
participate financially in the productivity gains they
have achieved. Gainsharing Inc. is the institute that
helps promote this motivational method.
Four Key Advantages of this Profit-
sharing Method:
A dramatic increase in productive capacity, in record
time.
The program achieves employee buy0in because
employees know exactly what benefit they will gain
from performance improvement.
Employees learn more about business fundamentals.
Unnecessary overtime is reduced.
PROBLEM ASSOCIATED WITH
FINANCIAL INCENTIVES



Although financial incentives are widely used as
motivators, they can create problems.

CHOOSING AN APPROPRIATE
MOTIVATIONAL MODEL
13 approaches:

1. The needs hierarchy
2. The two-factor theory
3. The achievement-power-affiliation triad
4. Goal theory
5. Reinforcement theory
6. Expectancy theory
7. Equity theory
8. Social learning theory
9. Intrinsic versus extrinsic motivation
10. Job design
11. Organizational behaviour modifications
12. Recognition
13. Financial incentives

STEPS IN CHOOSING


1. Choose a motivational approach
2. Observe the people that need motivation
3. Interview their interests and concerns
4. Apply the appropriate approach

Implications for Managerial
Practice
Must be given careful consideration to enhance
motivation and productivity.
Gathering data on what they think would be a best way
to motivate them including rewards and what type of
work.
Recognizing workers promptly for short term
accomplishments and recognizing for progress for
those who are doing a larger goals.
No motivational program is a substitute for adequate
compensation.