OBCH5

Chapter 5: Motivation in Action

Chapter Overview

• Focus on motivation within organizational behavior.

• Key concepts and strategies for enhancing employee motivation.

Chapter Outline

From Theory to Practice: Money and Rewards

• Establishing a Pay Structure

  • Importance of developing a competitive pay structure.

• Variable-Pay Programs

  • Rewarding individuals based on performance metrics.

• Flexible Benefits

  • Customizable benefits packages tailored to individual needs.

• Intrinsic Rewards

  • Employee recognition programs to enhance motivation.

• Signals Sent by Rewards

  • Understanding what rewards signal to employees and the organization.

Motivating by Job Redesign

• Job Characteristics Model

  • Framework for understanding how job aspects affect motivation.

• Unions' Role in Job Redesign

  • Canadian context of job redesign considering union perspectives.

• Job Redesign Methods

  • Techniques for modifying jobs to enhance satisfaction.

• Relational Job Design

  • Encouraging jobs that highlight the impact on beneficiaries.

• Alternative Work Arrangements

  • Options like flextime to accommodate diverse employee needs.

Employee Involvement and Participation

• Involvement Programs Examples

  • Various programs designed to engage employees in decision-making.

• Linking Involvement and Motivation

  • How involvement programs relate to motivational theories.

Motivation: Summary of Key Concepts

• Integration of Concepts

  • Overview of how various motivations strategies work together.

Learning Outcomes

1. Understand types of variable-pay programs and their motivational impact.

2. Knowledge of how flexible benefits can promote employee motivation.

3. Recognition of intrinsic rewards' motivational benefits.

4. Comprehend the Job Characteristics Model's motivational dimensions.

5. Familiarity with job redesign tactics.

6. Explain how alternative work arrangements can boost motivation.

7. Knowledge of employee involvement's role in motivation.

8. Insight into making organizations more motivating through understanding employee drivers.

Money and Rewards

• Power of Money as a Motivator

  • Financial rewards are important, but not the sole factor in motivation.

• Importance of Meaningful Work

  • Employees value work that is significant and fulfilling.

• Training and Development

  • Vital for employee retention and satisfaction.

Establishing a Pay Structure

• Pay Structure Considerations

  • Balancing internal equity (job value) and external equity (market competitiveness).

• Key Strategic Decision

  • The organization’s pay level affects employee motivation and retention.

Variable-Pay Programs

• Concept of Variable-Pay

  • Pay based on individual or organizational performance metrics.

• Types of Incentives

  • Individual-based: Piece-rate pay, merit pay, bonuses.

  • Organizational-based: Profit sharing, Employee Stock Ownership Plans (ESOPs).

Employee Recognition Programs

• Role of Recognition

  • Immediate recognition influences the repetition of positive behavior.

• Expectancy Theory

  • Performance and reward link is crucial for motivation.

Job Redesign and Motivation

• Job Design Importance

  • Job organization influences employee motivation and productivity through various dimensions.

• Job Characteristics Model (JCM)

  • Five Key Dimensions:

    1. Skill variety

    2. Task identity

    3. Task significance

    4. Autonomy

    5. Feedback

Relational Job Design

• Definition

  • Designing jobs that directly affect beneficiaries increases motivation.

Alternative Work Arrangements

• Flexibility in Work Structure

  • Options like flextime, job sharing, and telecommuting are essential for employee satisfaction and motivation.

• Benefits of Flextime

  • Reduces absenteeism, increases productivity, and provides greater autonomy.

Employee Participation

• Definition of Employee Involvement Programs

  • Active employee participation in decision-making enhances motivation and commitment.

• Types of Participation:

  • Participative management: Shared decision-making.

  • Representative participation: Small groups participate in decision-making process.

Conclusion: Putting It All Together

• Four Basic Emotional Drives:

  1. Drive to Acquire – Linked to rewards.

  2. Drive to Bond – Promotes teamwork and collaboration.

  3. Drive to Comprehend – High-quality job design.

  4. Drive to Defend – Transparent performance management.

Summary of Key Points

1. Variable pay and flexible benefits can significantly enhance motivation.

2. Recognition programs reinforce employee contributions.

3. The Job Characteristics Model provides a framework for job redesign.

4. Effective job redesign can lead to increased intrinsic motivation through relational job design and alternative work arrangements.