Organizational Behavior and Leadership In the 21st Century Nov 3
Emir7
Week8Discussion.pptxMotivation: Concepts to Application
Organizational Behavior
Learning Objectives
Describe how the job characteristics model motivates by changing the work environment.
Compare the main ways jobs can be redesigned.
Explain how specific alternative work arrangements can motivate employees.
Describe how employee involvement measures can motivate employees.
Demonstrate how the different types of variable-pay programs can increase employee motivation.
Show how flexible benefits turn benefits into motivators.
Identify the motivational benefits of intrinsic rewards.
After studying this chapter, you should be able to:
Describe how the job characteristics model motivates by changing the work environment.
Compare the main ways jobs can be redesigned.
Explain how specific alternative work arrangements can motivate employees.
Describe how employee involvement measures can motivate employees.
Demonstrate how the different types of variable-pay programs can increase employee motivation.
Show how flexible benefits turn benefits into motivators.
Identify the motivational benefits of intrinsic rewards.
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The Job Characteristics Model
The Job Characteristics Model (JCM) as shown here in Exhibit 8-1, proposes that any job may be described by five core job dimensions:
Skill variety is the degree to which the job requires a variety of different activities, so the worker can use a number of different skills and talent.
Task identity is the degree to which the job requires completion of a whole and identifiable piece of work.
Task significance is the degree to which the job has a substantial impact on the lives or work of other people.
Autonomy is the degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and determining the procedures to be used in carrying it out.
Feedback is the degree to which carrying out the work activities required by the job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.
The first three dimensions—skill variety, task identity, and task significance—combine to create meaningful work the incumbent will view as important, valuable, and worthwhile. From a motivational standpoint, the JCM proposes that individuals obtain internal rewards when they learn (knowledge of results) that they personally (experienced responsibility) have performed well on a task they care about (experienced meaningfulness). Individuals with a high growth need are more likely to experience the critical psychological states when their jobs are enriched—and respond to them more positively—than are their counterparts with low growth need.
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The Job Characteristics Model
The core dimensions of the job characteristics model (JCM) can be combined into a single predictive index called the motivating potential score (MPS).
Evidence supports the JCM concept that the presence of a set of job characteristics does generate higher and more satisfying job performance.
Studies show that supportive leadership behaviors improved the job characteristics of R&D professionals.
The core dimensions of the JCM can be combined into a single predictive index called the motivating potential score (MPS). To be high on motivating potential, jobs must be high on at least one of the three factors that lead to experienced meaningfulness, and high on both autonomy and feedback. If jobs score high on motivating potential, the model predicts that motivation, performance, and satisfaction will improve and absence and turnover will be reduced.
Much evidence supports the JCM concept that the presence of a set of job characteristics—variety, identity, significance, autonomy, and feedback—does generate higher and more satisfying job performance. But apparently we can better calculate motivating potential by simply adding the characteristics rather than using the formula.
Research also shows that supportive leadership behaviors improved the job characteristics of R&D professionals.
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The Job Characteristics Model
Skill Variety
This is the amount of variety in any one job.
For example, a grocery store cashier may have a job with little variety–they scan groceries and deal with customer inquiries all day. The store manager, on the other hand, need to apply a variety of skills to carry out their daily tasks. They may handle customer complaints, create employee schedules, order product, train new managers, and numerous other tasks.
The Job Characteristics Model
Task Identity
Is there a beginning, middle, and end to a task? Can an employee tell where one task ends, and another begins? Project-based jobs have high levels of task identity. How much of one task does any individual employee accomplish? For instance, if a designer designs an entire room, that has a higher task identity than just designing the window treatments.
The Job Characteristics Model
Task Significance
What type of impact does this task have on the entire company or the customers? Jobs with higher task impact tend to have a broader reach. For example, a chief marketing officer’s work affects the whole company and has high task significance.
The Job Characteristics Model
Autonomy
How much independence does this job have? Does a manager oversee every tiny thing, or is the employee trusted to accomplish the task? Higher task autonomy brings a feeling of ownership and responsibility. Lower levels of autonomy lead to feeling micromanaged and stifled.
Discussion
Do you like autonomy or do you prefer to be supervised?
The Job Characteristics Model
Feedback
How much does an employee know about their own performance? Feedback can come from traditional channels, such as manager feedback and customer satisfaction surveys. Or feedback can come as a natural result of the work. If a janitor’s job is to clean the bathrooms, they can take a look at the bathroom and see how effective they are at their job. On the other hand, someone who works on a manufacturing line may not know how effective they were at their job until the quality assurance people step in and check the work.
Discussion
Do you feel you are coachable? Do you like feedback?
Compare the Main 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: reduces boredom, increases motivation, and helps employees better understand their work contributions.
Weaknesses: creates disruptions, requires extra time for supervisors addressing questions and training time, and reduced efficiencies.
People generally seek out jobs that are challenging and stimulating, but repetitive jobs provide little variety, autonomy, or motivation. One way to make repetitive jobs more interesting is job rotation, which is also known as cross-training. It involves periodic shifting of an employee from one task to another. When an activity is no longer challenging, the employee is shifted to a different task.
The strengths of job rotation are that it reduces boredom, increases motivation, and helps employees better understand their work contributions. Indirect benefits include employees with wider ranges of skills that give management more flexibility in scheduling, adapting to changes, and filling vacancies. Some weaknesses of job rotation include disruptions, a need for extra time for supervisors addressing questions and training time, and reduced efficiencies.
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Compare the Main Ways Jobs Can Be Redesigned
Job Enrichment
Increasing a job’s high-level responsibilities to increase intrinsic motivation.
Involves adding another layer of responsibility and meaning.
Can be effective at reducing turnover.
Relational Job Design
To make jobs more prosocially motivating:
Connect employees with the beneficiaries of their work.
Meet beneficiaries firsthand.
In job enrichment, high-level responsibilities are added to the job to increase a sense of purpose, direction, and meaning and increase intrinsic motivation.
Job enrichment has its roots in Herzberg’s theories of providing hygiene, or motivating factors to the job to increase motivation.
Early reviews suggested that job enrichment can be effective at reducing turnover, almost twice as effective as giving employees a “realistic preview” of the work before they join the organization.
While redesigning jobs on the basis of job characteristics theory is likely to make work more intrinsically motivating to people, more contemporary research is focusing on how to make jobs more prosocially motivating to people. One way to make jobs more prosocially motivating is to better connect employees with the beneficiaries of their work, for example, by relating stories from customers who have found the company’s products or services to be helpful. Beneficiaries of organizations might include customers, clients, patients, and users of products or services. Meeting beneficiaries firsthand allows employees to see that their actions affect a real, live person, and that their jobs have tangible consequences. In addition, connections with beneficiaries make customers or clients more accessible in memory and more emotionally vivid, which leads employees to consider the effects of their actions more. Finally, connections allow employees to easily take the perspective of beneficiaries, which fosters higher levels of commitment.
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How Specific Alternative Work Arrangements Motivate Employees
Job Sharing
Two or more people split a 40-hour-a-week job.
Declining in use.
Can be difficult to find compatible pairs of employees who can successfully coordinate the intricacies of one job.
Increases flexibility and can increase motivation and satisfaction when a 40-hour-a-week job is just not practical.
Job sharing allows two or more individuals to split a traditional 40-hour-a-week job. Only 18 percent of larger organizations now offer job sharing, a 29 percent decrease since 2008. Reasons it is not more widely adopted are likely the difficulty of finding compatible partners to share a job and the historically negative perceptions of individuals not completely committed to their job and employer. The major drawback is finding compatible pairs of employees who can successfully coordinate the intricacies of one job.
However, job sharing allows an organization to draw on the talents of more than one individual in a given job. From the employee’s perspective, job sharing increases flexibility and can increase motivation and satisfaction when a 40-hour-a-week job is just not practical.
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Discussion
Did any of you have to work remotely during the pandemic? Did you like it?
How Specific Alternative Work Arrangements Motivate Employees
Telecommuting
Employees who do their work at home at least two days a week through virtual devices linked to the employer’s office.
Some well-known organizations actively discourage telecommuting, but for most organizations it remains popular.
Telecommuting refers to employees who do their work at home at least two days a week on a computer that is linked to their office.
Large organizations such as Yahoo! And Best Buy have eliminated telecommuting believing it undermines corporate culture, but for it remains popular for many organizations.
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How Specific Alternative Work Arrangements Motivate Employees
Telecommuting Advantages
Positively related to objective performance and job satisfaction.
Reduced work-family conflict.
Reduced carbon emissions.
There are reasons for and against telecommuting. Telecommuting is positively related to objective performance and job satisfaction. Moreover, employees who work virtually more than 2.5 days a week tended to experience the benefits of reductions in work-family conflict more intensely than those who are in the office the majority of their work week.42 Beyond the benefits to organizations and their employees, telecommuting has potential benefits to society. One study estimated that if people in the United States telecommuted half the time, carbon emissions would be reduced by approximately 51 metric tons per year.
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How Specific Alternative Work Arrangements Motivate Employees
Telecommuting Disadvantages
Employer
Social loafing.
Difficult to coordinate teamwork.
Difficult to evaluate non-quantitative performance.
Employee
Increased feelings of isolation and reduced coworker relationship quality.
May not be noticed for his or her efforts.
Disadvantages of telecommuting for the employer include potential for social loafing, difficulty coordinating teamwork, and difficulty evaluating non-quantitative performance. Disadvantages for the employee include that he or she may not be as noticed for his or her efforts, increased feelings of isolation, and poorer coworker relationship quality.
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Discussion
How willing are you to participate in activities outside of your job description?
Employee Involvement and Employee Motivation
Employee Involvement: a participative process that uses employees’ input to increase their commitment to the organization’s success.
Examples of Employee Involvement Programs
Participative management
Representative participation
Employee involvement refers to a participative process that uses employees’ input to increase their commitment to the organization’s success. Two examples of such programs are participative management and representative participation.
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Employee Involvement and Employee Motivation
Participative management
Joint decision making.
Acts as a panacea for poor morale and low productivity.
Trust and confidence in leaders is essential.
Studies of the participation-performance have yielded mixed results.
Participative management is the first of the options for employee involvement programs. Common to all participative management programs is joint decision making, wherein subordinates share a significant degree of decision making power with their immediate superiors. Participative management has, at times, been promoted as a panacea for poor morale and low productivity. But for it to work, employees must be engaged in issues relevant to their interests so they’ll be motivated, they must have the competence and knowledge to make a useful contribution, and trust and confidence must exist among all parties.
Studies of the participation–organizational performance relationship have yielded mixed findings. Organizations that institute participative management do have higher stock returns, lower turnover rates, and higher estimated labor productivity, although these effects are typically not large.
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Employee Involvement and Employee Motivation
Representative participation
Workers are represented by a small group of employees who actually participate in decision making.
Almost every country in Western Europe requires representative participation.
The two most common forms:
Works councils
Board representatives
Representative participation is spreading. Almost every country in Western Europe has some type of legislation requiring it. It is the most widely legislated form of employee involvement around the world. The goal is to redistribute power within an organization, putting labor on a more equal footing with the interests of management and stockholders.
The two most common forms include works councils that link employees with management. They are groups of nominated or elected employees who must be consulted when management makes decisions involving personnel. Second is board representatives, who are employees who sit on a company’s board of directors and represent the interests of the firm’s employees. The overall influence of representative participation seems to be minimal. The evidence suggests that works councils are dominated by management and have little impact on employees or the organization. If one were interested in changing employee attitudes or in improving organizational performance, representative participation would be a poor choice.
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Variable-Pay Programs and Employee Motivation
What to Pay:
Complex process that entails balancing internal equity and external equity.
Some organizations prefer to pay leaders by paying above market.
Paying more may net better-qualified and more highly motivated employees who may stay with the firm longer.
Now, let’s talk about using rewards to motivate people, and specifically, what to pay employees. As we saw in Chapter 3, pay is not a primary factor driving job satisfaction. However, it does motivate people, and companies often underestimate its importance in keeping top talent.
So, what should an organization do? How should the pay structure be established? The answer is not easy – it’s a complex process that entails balancing internal equity and external equity. Some organizations prefer to pay leaders by paying above market. Keep in mind that paying more may net better-qualified and more highly motivated employees who may stay with the firm longer.
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Variable-Pay Programs and Employee Motivation
How to Pay:
Variable pay programs:
Piece-rate plans
Merit-based pay
Bonuses
Profit sharing
Employee stock ownership plans
Earnings therefore fluctuate up and down.
Rewarding individual employees through variable-pay programs is becoming more common in the workplace. 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, and employee stock ownership plans are all forms of a variable-pay program, which base a portion of an employee’s pay on some individual and/or organizational measure of performance. Individual earnings therefore fluctuate up and down.
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Variable-Pay Programs and Employee Motivation
Piece-Rate Pay
A pure piece-rate plan provides no base salary and pays the employee only for what he or she produces.
Limitation: not a feasible approach for many jobs.
The main concern for both individual and team piece-rate workers is financial risk.
The first of the variable pay programs is piece-rate pay plans. Here, workers are paid a fixed sum for 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. The main concern for both individual and team piece-rate workers is financial risk.
The main limitation of the piece rate plan is that it doesn’t work for all types of jobs. Although incentives are motivating and relevant for some jobs, it is unrealistic to think they can constitute the only piece of some employees’ pay.
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Variable-Pay Programs and Employee Motivation
Merit-Based Pay
Allows employers to differentiate pay based on performance.
Creates perceptions of relationships between performance and rewards.
Limitations:
Based on annual performance appraisals.
Merit pool fluctuates.
Union resistance.
The second variable pay method is the merit-based pay plan. These plans are based on performance appraisal ratings. Their main advantage is that they allow employers to differentiate pay based on performance, and so create perceptions of relationships between performance and rewards. Most large organizations have merit pay plans, particularly for salaried employees. Limitations to merit-based plans include that they are based on annual performance appraisals, that the merit pool fluctuates based on economic conditions, and that unions typically resist merit-based pay plans.
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Variable-Pay Programs and Employee Motivation
Bonuses
An annual bonus is a significant component of total compensation for many jobs.
Increasingly include lower-ranking employees.
Many companies now routinely reward production employees with bonuses when profits improve.
Downside: employees’ pay is more vulnerable to cuts.
The use of bonuses is becoming more common 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. The incentive effects of performance bonuses should be higher than those of merit pay because rather than paying for performance years ago, which was rolled into base pay, bonuses reward recent performance. When times are bad, firms can cut bonuses to reduce compensation costs. The downside of bonuses is that employees’ pay is more vulnerable to cuts.
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Variable-Pay Programs and Employee Motivation
Profit-Sharing Plans
Organization-wide programs that distribute compensation based on some established formula centered around a company’s profitability.
Appear to have positive effects on employee attitudes at the organizational level.
Employees have a feeling of psychological ownership.
Profit-sharing plans are organization-wide programs that distribute compensation based on some established formula centered around a company’s profitability. Compensation can be direct cash outlays or, particularly for top managers, allocations of stock options. Profit-sharing plans at the organizational level appear to have positive impacts on employee attitudes; employees report a greater feeling of psychological ownership.
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Variable-Pay Programs and Employee Motivation
Employee Stock Ownership Plan (ESOP)
A company-established benefit plan in which employees acquire stock, often at below-market prices, as part of their benefits.
Increases employee satisfaction and innovation.
Employees need to psychologically experience ownership.
Can reduce unethical behavior.
Can be used for community wealth building.
Another variable-pay option is the employee stock ownership plan, or ESOP. An 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 that they increase employee satisfaction and innovation. ESOPs have the potential to increase employee job satisfaction and work motivation, but employees need to psychologically experience ownership.
ESOP plans for top management can reduce unethical behavior. CEOs are more likely to manipulate firm earnings reports to make themselves look good in the short run when they don’t have an ownership share, even though this manipulation will eventually lead to lower stock prices. However, when CEOs own a large amount of stock, they report earnings accurately because they don’t want the negative consequences of declining stock prices.
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Variable-Pay Programs and Employee Motivation
Evaluation of Variable Pay
Do variable-pay programs increase motivation and productivity?
Generally, yes, but that does not mean everyone is equally motivated by them.
Do variable-pay programs increase motivation and productivity? Generally, yes, but that doesn’t mean everyone is equally motivated by them.
Managers should monitor their employees’ performance–reward expectancy, since a combination of elements that makes employees feel that their greater performance will yield them greater results will be the most motivating.
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Flexible Benefits Turn Benefits Into Motivators
Developing a Benefits Package
Flexible benefits individualize rewards.
Allow each employee to choose the compensation package that best satisfies his or her current needs and situation.
Today, almost all major corporations in the United States offer flexible benefits.
However, it may be surprising that their usage is not yet global.
Flexible benefits individualize rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situation.
Flexible benefits can accommodate differences in employee needs based on age, marital status, spouses’ benefit status, and number and age of dependents.
Today, almost all major corporations in the United States offer flexible benefits.
However, it may be surprising that their usage is not yet global.
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Motivational Benefits of Intrinsic Rewards
Employee Recognition Programs
Organizations are increasingly recognizing that important work rewards can be both intrinsic and extrinsic.
Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems.
Organizations are increasingly recognizing that important work rewards can be both intrinsic and extrinsic. Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems.
Employee recognition programs range from a spontaneous and private thank-you to widely publicized formal programs in which specific types of behavior are encouraged and the procedures for attaining recognition are clearly identified.
An obvious advantage of recognition programs is that they are inexpensive: praise is free! With or without financial rewards, they can be highly motivating to employees.
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Implications for Managers
Recognize individual differences.
Spend the time necessary to understand what’s important to each employee.
Design jobs to align with individual needs and maximize their motivation potential.
Use goals and feedback.
You should give employees firm, specific goals, and they should get feedback on how well they are faring in pursuit of those goals.
The study of 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 that are 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.
Managers should:
Recognize individual differences. Spend the time necessary to understand what’s important to each employee. Design jobs to align with individual needs and maximize their motivation potential.
Use goals and feedback. You should give employees firm, specific goals, and they should get feedback on how well they are faring in pursuit of those goals.
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Implications for Managers
Allow employees to participate in decisions that affect them.
Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems.
Link rewards to performance.
Rewards should be contingent on performance, and employees must perceive the link between the two.
In addition, managers should:
Allow employees to participate in decisions that affect them. Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems.
Link rewards to performance. Rewards should be contingent on performance, and employees must perceive the link between the two.
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Implications for Managers
Check the system for equity.
Employees should perceive that individual effort and outcomes explain differences in pay and other rewards.
Finally, managers should:
Check the system for equity. Employees should perceive that individual effort and outcomes explain differences in pay and other rewards.
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