How do you motivate employees?

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T 3
 Negative physical KITA

 Drawbacks

1. Inelegant

2. Previous image of benevolence

3. Stimulates the automatic nervous system

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 Advantages

 invisible cruelty

 Reduction in backlash

 Ego satisfaction

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 Accountability

 Responsibility for a complete process

 Make informational directly available

 More difficult tasks

 Specialized task

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 “Do this for me in return I will give a reward”

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 Why is KITA not motivation?

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1. Reducing time spent at work

2. Spiraling wages

3. Fringe benefits

4. Human relations training

5. Sensitivity training
6. Communication

7. Two-way-communication

8. Job participation

9. Employee counseling

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How do you install a generator in employee?

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 Three general philosophy of personal
management
1. Organizational theory

2. Industrial engineering

3. Behavioral science

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 An attempt to enrich certain jobs,
management often reduces the personal
contribution of employees

 Horizontal job loading

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Horizontal job loading
Vertical Job Loading

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A. Removing some controls while retaining
accountability.
B. Increasing the accountability of individuals for own
work.
C. Giving a person a complete natural unit of work
(module, division, area, and so on)
D. Granting additional authority to employees in their
activity: job freedom.

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E. Making periodic reports directly available to
the workers themselves rather than to
supervisor.
F. Introducing new and more difficult tasks not
previously handled
G. Assigning individuals specific or specialized
tasks, enabling them to become experts

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1. Selecting the jobs
2. Approaching the jobs
3. Brainstorm a list of changes that enrich a
jobs, without concern for their practicality.
4. Screen the list to eliminate suggestions that
involve hygiene, rather than actual
motivation.
5. Screen the list for generalities, such as give
them more responsibility, that are rarely
followed in practice.

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6. Screen the list to eliminate any horizontal
loading suggestions.
7. Avoid direct participation by the employees
whose jobs are to be enriched.
8. In the initial attempts at job enrichment, set
up a controlled experiment.
9. Be prepared for a drop in performance in
the experimental group the first few weeks.
The changeover to a new job may lead to a
temporary reduction in efficiency.

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10. Expect your first line supervisors to
experience some anxiety and hostility over
the changes you are making. The anxiety
comes from their fear that the changes will
result in poorer performance for their unit.

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 Job enrichment should be a continuous
management function rather than one time
proposition
 The initial changes should last for a very long
period of time

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 The changes should bring the job up to the level
of challenge commensurate with the skill that
was hired.
 Those who have still more ability eventually will
be able to demonstrate it better and win
promotion to higher level jobs.
 The very nature of motivators, as opposed to
hygiene factors, is that they have a much longer
term effect on employees attitudes. It is possible
that the job will have to be enriched again, but
this will not occur as frequently as the need for
hygiene.

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