Applied Motivation Practices

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C H A P T E R
Applied Motivation Practices
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The Meaning of Money

• Money Employee Needs
• Fulfills existence, social,
• growth needs
• Money Attitudes
• Strong emotions
• Money Self-identity
• Influences our self-perceptions
• Men emphasize money more in their self-identity

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Types of Rewards in the Workplace

• Membership Seniority
• Job Status
• Competencies
• Performance

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Membership/Seniority Based Rewards

• Largest portion of most paychecks
• Hourly wages, benefits
• Advantages
• Guaranteed wages attract job applicants
• Seniority-based rewards reduce turnover
• Provide security, reduce stress
• Disadvantages
• Doesnt motivate job performance
• Discourages poor performers from leaving
• Good performers lured to better-paying jobs

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Job Status-Based Rewards

• Includes job evaluation status perks
• Advantages
• Job evaluation tries to maintain pay equity
• Motivates competition for promotions
• Disadvantages
• Employees exaggerate duties
• Creates distance between employees
• Reduces communication
• Inconsistent with flatter organizations

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Competency-Based Rewards

• Flatten hierarchy, reduce number of pay grades,
  reward for demonstrated competencies
• Advantages
• More flexible work force, better quality,
  consistent with employability
• Disadvantages
• Potentially subjective, higher training costs

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Performance-Based Rewards
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Performance-Based Rewards

• Advantages
• ESOP stock options align employee behavior with
  org. goals (ownership culture)
• Profit sharing adjusts employee compensation

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Performance-Based Rewards

• Disadvantages
• Weak connection between individual performance
  company profits
• Not motivating in bear markets
• Focus is on external rewards
• May create relationship problems

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Improving Reward Effectiveness

• Link rewards to performance
• Measure performance accurately
• If subjective measures used, rely on multiple
  sources
• Team rewards for interdependent jobs
• Ensure rewards are valued
• Beware of unintended consequences

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Job Design

• Job Design process of assigning tasks to a job
• Specialization division of labor providing a
  narrow subset of task improves efficiency
• Scientific Management
• Vertical Job Specialization
• Horizontal Job Specialization

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Evaluating Job Specialization
Advantages
Disadvantages

• Job boredom
• Discontentment pay
• Lower quality
• Lower motivation

• Less time changing tasks
• Lower training costs
• Job mastered quickly
• Better person-job matching

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Job Characteristics Model
Critical Psychological States
Core Job Characteristics
Outcomes
Work Motivation Growth Satisfaction General Sati
sfaction Work Effectiveness
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Job Characteristics Model

• To be effective employees must
• Have required skills
• knowledge
• Be reasonably satisfied
• with work environment
• Have strong growth needs

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Job Rotation vs. Job Enlargement
Job Rotation
Job 1 Operate Camera
Job 2 Operate Sound
Job 3 Report Story
Job Enlargement
Job 1 Operate Camera Operate Sound Report Story
Job 2 Operate Camera Operate Sound Report Story
Job 3 Operate Camera Operate Sound Report Story
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Job Enrichment Strategies

• Empowering employees
• More autonomy
• Feeling of control self-efficacy
• Forming natural work units
• Completing an entire task
• Establishing client relationships
• Put in direct contact with clients

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Job Design

• Advantages
• Higher job satisfaction
• Higher work motivation
• Higher productivity
• Higher quality
• Lower absenteeism
• Lower voluntary turnover

• Disadvantages
• Difficult to implement
• Resistance to change
• Optimal level of enrichment vs. specialization?

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Motivating Through Self-Leadership

• Self-leadership process of influencing oneself
  to establish the self-direction self-motivation
  needed to performance task
• Includes concepts/practices from
• Goal setting
• Social learning theory
• Sports psychology

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Elements of Self-Leadership
Personal Goal Setting

• Personal Goal Setting
• Employees set their own goals

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Elements of Self-Leadership
Personal Goal Setting
Designing Natural Rewards
Self- Monitoring
Self- Reinforce- ment
Constructive Thought Patterns

• Constructive Though Patterns
• Positive self-talk
• Potentially increases self-efficacy
• Mental imagery
• Mentally practicing a task
• Visualizing successful task completion

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Elements of Self-Leadership
Designing Natural Rewards
Constructive Thought Patterns
Self- Monitoring
Self- Reinforce- ment
Personal Goal Setting

• Designing Natural Rewards
• Finding ways to make the job itself more
  motivating
• Altering the way the task is accomplished

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Elements of Self-Leadership
Constructive Thought Patterns
Designing Natural Rewards
Self- Reinforce- ment
Personal Goal Setting
Self- Monitoring

• Self-Monitoring
• Keeping track of your progress toward self-set
  goals
• Looking for naturally-occurring feedback
• Designing artificial feedback

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Elements of Self-Leadership
Self- Reinforce- ment
Constructive Thought Patterns
Designing Natural Rewards
Self- Monitoring
Personal Goal Setting

• Self-Reinforcement
• Taking a reinforcer only after completing a
  self-set goal
• Watching a movie after writing two more sections
  of a report
• Starting a fun task after completing a task you
  dont like