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Organizational Behavior,
10/e
Stephen P. Robbins & Timothy A.
Judge
Chapter 6
Motivation: From
Concepts
to Application
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Demonstrate how the different types of variablepay programs can increase employee motivation.
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Motivating by Changing
the Work Environment:
JCM
The Job Characteristics Model - jobs are
described in terms of five core
dimensions:
Skill variety
Task identity
Task significance
Autonomy
Feedback
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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JCM: Designing
Motivational Jobs
JCM-designed jobs give internal rewards
Individuals growth needs are
moderating factors
Motivating jobs must be:
Autonomous
Provide feedback, and
Have at least one of the three meaningfulness
factors
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Job Enlargement
Increasing the number and variety of tasks
Job Enrichment
Increasing the degree to which the worker
controls the planning, execution and
evaluation of the work
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Alternate Work
Arrangements
Flextime
Some discretion over when
worker starts and leaves
Job Sharing
Two or more individuals split
a traditional job
Telecommuting
Work remotely at least two
days per week
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Employee
Involvement
A participative process that
uses the input of employees
to increase their
commitment to the
organizations success
Two types:
Participative Management
Representative Participation
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Participative Management
Subordinates share a significant degree
of decision-making power with superiors
Required conditions:
Issues must be relevant
Employees must be competent and knowledgeable
All parties must act in good faith
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Representative
Participation
Workers are represented by a small
group of employees who participate
in decisions affecting personnel
Works Councils
Board membership
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Rewarding
Employees
Major strategic rewards
decisions:
1. What to pay employees
2. How to pay individual
employees
3. What benefits to offer
4. How to construct employee
recognition programs
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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1. What to Pay
Need to establish a pay structure
Balance between:
Internal equity the worth of the job to the
organization
External equity the external
competitiveness of an organizations pay
relative to pay elsewhere in its industry
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2. How to Pay:
Variable-Pay Programs
Bases a portion of the pay on a given
measure of performance
Piece-Rate Pay workers are paid a fixed sum
for each unit of production completed
Merit-Based Pay pay is based on individual
performance appraisal ratings
Bonuses rewards employees for recent
performance
Skill-Based Pay pay is based on skills
acquired instead of job title or rank doesnt
address the level of performance
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Global Implications
Do motivational approaches vary by
culture?
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Keep in Mind
Most people respond to the intrinsic
job characteristics of the JCM
It is not clear that employee
involvement programs work use
caution!
Variable-pay plans can enhance
motivation
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Summary
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