Job Design and Reinforcement Perspectives

Job Design Perspectives on Motivation

• job design: division of an organization’s work among its employees

  • the application of motivational theories to jobs to increase satisfaction and performance

• two techniques:

  1. fitting people to jobs

     1. traditional way

  2. fitting jobs to people

     1. modern way

     2. enlargement: increasing the number of tasks in a job to increase variety

     3. enrichment: building motivating factors into a job

Reinforcement Perspectives on Motivation

• reinforcement theory: suggests that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends to not be repeated
  • pioneered by B.F. Skinner (operant conditioning) and Edward Thorndike (law of effect)
  • use of reinforcement theory to change human behavior is called behavior modification

4 Types of Behavior Modification

• positive reinforcement: use of positive consequences to strengthen a particular behavior
• negative reinforcement: strengthening a behavior by withdrawing something negative
• extinction: weakening behavior by ignoring it or making sure it’s not reinforced
• punishment: weakening behavior by presenting something negative or withdrawing something positive

Using Behavior Modification to Motivate Employees

• positive reinforcement:
  • reward only desirable behavior
  • give rewards as soon as possible
  • be clear about what behavior is desired
  • have different rewards and recognize individual differences
• punishment:
  • punish only undesirable behavior
  • give reprimands or disciplinary actions as soon as possible
  • be clear about what behavior is desirable
  • administer punishment in private
  • combine punishment and positive reinforcement

Using Compensation, Non-monetary Incentives, and Other Rewards to Motivate

• compensation: monetary rewards
• non-monetary incentives:
  • work-life balance
  • ability to expand skills
  • positive work environment
  • finding meaning in work