KF Chapter 6 Motivation 1 Needs Job Design and Satisfaction Motivation the psychological process that causes the arousal direction and persistence of voluntary actions that are goal directed Needs physiological or psychological deficiencies that arouse behavior Vary over time and are influenced by environmental factors Maslow s Need Hierarchy Theory A satisfied need may lose its motivational potential Therefore managers are advised to motivate employees by devising programs and practices aimed at satisfying emerging or unmet needs McClelland s Need Theory Need for achievement the desire to accomplish something difficult A preference fro working on tasks of moderate difficulty A preference for situations in which performance is due to their efforts rather than other factors such as luck They desire more feedback on their successes and failures than do low achievers Adults can be trained to increase this Correlated with performance Might be prone to cheat and cut corners and leave people out of the loop Need for affiliation the desire to spend time maintaining social relationships joining groups and wanting to be loved Individuals high in this need are not the most effective managers or leaders because they have a hard time making difficult decisions without worrying about being disliked Need for power the desire to influence coach teach or encourage others to achieve Like to work and are concerned with discipline and self respect Positive focus on accomplishing group goals and helping employees to feel competent Negative if I win you lose mentality Achievement and power should be considered during the selection process for better placement Job design refers to any set of activities that involves the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on the job productivity Top Down Approaches combinations of work task for employees Scientific management job enlargement job rotation job enrichment job characteristics model management is responsible for creating efficient and meaningful 1 Scientific Management the kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation experiment or reasoning Pos employee efficiency and productivity are increased Neg simplified receptive jobs lead to job dissatisfaction poor mental health higher levels of stress and low sense of accomplishment and personal growth 2 Job Enlargement putting more variety into a worker s job by combining specialized tasks of comparable difficulty Horizontally loading Used as part of a broader approach that uses multiple motivational methods because it does not have a significant and lasting positive effect on job performance by itself 3 Job Rotation moving employees from one specialized job to another By rotating employees form job to job managers believe they can stimulate interest and motivation while providing employees with a broader perspective of the organization 4 Job Enrichment modifying a job such that an employee has the opportunity to experience achievement recognition stimulating work responsibility and advancement Motivators association with strong effort and good performance o No satisfaction to satisfaction o No satisfaction jobs that do not offer achievement recognition stimulating work responsibility and advancement satisfaction jobs offering achievement Hygiene factors o No dissatisfaction to dissatisfaction o No dissatisfaction jobs with good company policies and administration technical supervision salary interpersonal relationships with superiors and working conditions jobs with poor company policies Accomplished through vertical loading aka giving workers more autonomy and responsibility 5 The Job Characteristics Model determining how work can be structured so that employees are internally or intrinsically motivated Intrinsic Motivation occurs when an individual turned on to one s work because of the positive internal feelings that are generated by doing well rather than being dependent on external factors such as incentive pay or compliments from the boss for the motivation to work effectively Core Job characteristics common characteristics found to a varying degree in all jobs To get experienced meaningfulness of the work o Skill Variety The extent to which the job requires an individual to perform a variety of tasks that require him or her to use different skills and abilities o Task Identity the extent to which the job requires and individual to perform a whole or completely identifiable piece of work When a person works on a project form beginning to end and sees a tangible result o Task Significance the extent to which the job affects the lives of other people within or outside the organization To get experienced responsibility for work outcomes o Autonomy the extent to which the job enables an individual to experience freedom independence and discretion in both scheduling and determining the procedures used in completing the job To get knowledge of the actual results of the work activities o Feedback the extent to which an individual receives direct and clear information about how effectively he or she is performing Bottom Up Approaches job design is driven by employees rather than managers Job crafting job design is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work Changing number scope and type of job tasks Changing quality and or amount of interaction with others encountered in a job Changing cognitive task boundaries Idiosyncratic Deals i deals employment terms individuals negotiate for themselves taking myriad forms from flexible schedules to career development Employee engagement harnessing of organization members selves to their work roles in engagement people employ and express themselves physically cognitively and emotionally during role performance PE Fit the compatibility between an individual and a work environment that occurs when their characteristics are well matched Job Satisfaction an affective or emotional response toward various facets of one s job Not a unitary concept Can be satisfied with one aspect and dissatisfied with another aspect of Causes of Job Satisfaction Need fulfillment discrepancy value attainment equity and dispositional genetic components 1 Need Fulfillment extent to which the characteristics of a job allow an individual
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