BUSMHR 3200 Professor Lount, Book Study Guide: Robbins & JudgeRobbins & Judge Chapter Seven: Motivation: From Concepts to Applications Job Characteristic Model - We can determine any job in terms of five core job dimensions:o Skill variety – degree to which job requires variety of different activities so worker can use number of different skills and talento Task identity – degree to which job requires completion of whole and identifiable piece of work o Task significance – degree to which job has impact on lives or work of other peopleo Autonomy – degree to which job provides worker freedom, independence and discretion in scheduling work and determining the procedures in carrying it out Feeling of personal responsibility for results o Feedback – degree to which carrying out work activities generates direct andclear information about own performance (employees know how effectively performing)- Skill variety, task identity and task significance combine to create meaningful work the incumbent will view as important valuable and worthwhile Job Rotation - Periodic shifting of an employee from one task to another with similar skill requirements at same organizational level (cross training) – increases flexibility andreduces layoffs- Strengths: reduces boredom, increases motivation and helps employees better understand how their work contributes to organization o Employees with wider range of skills give management more flexibility in scheduling work adapting to changes and filling vacancies - Drawbacks: trainings costs increase and productivity is reduced by moving worker into new position just when efficiency at prior job is creating organizational economies o Create disruptions when group have to adjust to new employee and uses up supervisors timeJob Enrichment - Expands job by increasing degree to which worker controls planning, execution and evaluation of work - Organizes tasks to allow worker to do complete activity, increases employees freedom and independence, increases responsibility, provides feedback so individuals can assess and correct own performance o Reduces absenteeism and turnover costs and increases satisfaction - Ways to Enrich Jobs :o Combining tasks – puts fractionalized tasks back together to form new and larger module of work1BUSMHR 3200 Professor Lount, Book Study Guide: Robbins & Judgeo Forming natural work units – makes employees tasks create identifiable and meaningful wholeo Establishing client relationships – increases direct relationships between workers and their clientso Expanding jobs vertically – gives employees responsibilities/control formerly reserved for management o Opening feedback channels – lets employees know how well doing and whether performance is improving, deteriorating or remaining constant Flextime - Flexible work time where employees must work specific number of hours per week but are free to vary their hours of work within certain limitso Each day consists of common core hours with flexibility band surrounding it - Benefits: reduce absenteeism and frequently improve worker productivity o Work hours align with personal demand, reducing tardiness and absences, and work when most productiveo Help balance work and family life Job Sharing - Allows two or more individuals to split traditional 40 hour a week job - Difficulty of finding compatible partners to share job and negative perception of individuals not completely committed to job or employer - Benefits: allows organization to draw on talents of more than one individual in givenjobo Get two heads and pay for one Telecommuting - No commuting, flexible hours, freedom to dress as you please and no interruptions from colleagues - Working from home at least two days a week on computer linked to employers office (virtual office)- Routine information-handling tasks, mobile activities and professional/other knowledge-related tasks- Benefits: larger labor pool from which to select, higher productivity, less turnover, improved morale and reduced office space costs o Downside: less direct supervision of employees and difficult to coordinate teamwork What is Employee Involvement?- Participative process that uses employees input to increase commitment to organizations success o If we engage workers in decisions that affect them/increase autonomy and control over their work lives they will become more motivated committed to organization more productive/more satisfied with jobs- Participative Management (consistent with Theory Y)2BUSMHR 3200 Professor Lount, Book Study Guide: Robbins & Judgeo Joint decision making in which subordinates share significant degree of decision making power with immediate superiors o Promoted as panacea for poor morale and low productivity but issues in which employees are engaged must be relevant to interest so they’ll be motivated Also must have competence and knowledge to make useful contribution and trust/confidence must exist among all parties- Representative Participation o Goal is to redistribute power within organization putting labor on more equal footing with interests of management and stockholders by letting workers be represented by small group of employees who actually participate o Works councils – groups of nominated or elected employees who must be consulted when management makes decision about employees Dominated by management and have little impact on organization o Board representatives – employees who sit on companies board of directors and represent interests of firms employees
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