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Chapter 8 : Motivation: From Concepts to Applications - Coggle Diagram
Chapter 8 : Motivation: From Concepts to Applications
The Job Characteristics Model
Skill Variety
the job requires a variety of different skills and talent
Task Identity
the job requires completion of a whole and identifiable piece of work
Task Significance
the job has a substantial impact on the lives or work of other people
Autonomy
the job provides substantial freedom, independence, and discretion in work
Feedback
obtaining direct and clear information about the effectiveness of his/her performance
Job Design
Job Rotation
Periodic shifting from one task to another.
reduces boredom, increases motivation, and helps employees better understand their work contributions
creates disruptions, requires extra time for supervisors addressing questions and training time, and reduced efficiencies
Job Enrichment
Increasing a job’s high-level responsibilities to increase intrinsic motivation
Relational Job Design
Connect employees with the beneficiaries of their work
Meet beneficiaries firsthand
Alternative Work Arrangements
Flextime
Flexible work hours
Job Sharing
allows two or more individuals to split a traditional full-time job
Telecommuting
Working from home or anywhere else the employee chooses that is outside the physical workplace
Assessing employee telecommuting needs
Creating practices that empower employees to maintain work–home boundaries.
Supporting these practices through adjustment, encouragement, role-modeling, and monitoring
Employee Involvement
a participative process that uses employees’ input to increase their commitment to the organization’s success
Participative Management
A process in which subordinates share a significant degree of decision-making power with their immediate superiors
Representative Participation
A system in which workers participate in organizational decision-making through a small group of representative employees
Extrinsic Pay Programs
Pay structure
Complex process that entails balancing internal equity and external equity
Paying more may net better-qualified and more highly motivated employees who may stay with the firm longer
Pay programs
Piece-rate plans
provides no base salary and pays the employee only for what he or she produces
Meri-based pay
Allows employers to differentiate pay based on performance
Bonuses
a significant component of total compensation for many jobs
Profit sharing
that distribute compensation based on some established formula centered around a company’s profitability
Employee stock ownership plans
employees acquire stock, often at below-market prices, as part of their benefits
How benefits motivate employees
Flexible Benefits
Allow each employee to choose the compensation package that best satisfies his or her current needs and situation
Motivational Benefits of Intrinsic Rewards
Employee Recognition Programs
a plan to encourage specific behaviors by formally appreciating specific employee contributions