Motivating by Changing Nature of WORK DESIGN

Research on job design shows ways elements in job are organzed and can act to incr. or decr. effort

*prevents boredom

increases skill set

increases redundancy

Job Characteristics Model

*Jobs high on motivating potential need to be high in one of 1-3 and both autonomy and feeback

1. Skill Variety:  degree to which req. variety of activities so use # skills/talent
2. Task Identity:  degree to which req. completion of whole work
3. Task Significance:  degree to impact lives/wrk of others
4. Autonomy:  prov. subst. freedom, independence, discretion in sched. work and det. procedures
5. Feedback:  carrying out work activities results in obtaining dir. and clear info on eff. of work perf.

• If suffering from overroutinization
• shifting of employee from one task to another *periodic*
• When no longer challenging, rotates at same level, sim.skills
• (*)reduces boredom, incr. motivation, helps emply udst. wrk
• (-)training cost incr, productivity decr, creates disruptions, wider range of skills => more flexibility, apating to changes, filling vacancies

Job Enlargement

Horizontal Expansion

• Incr. #/variety tasks indiv. performs => more diversity
• Involves changing the job
• In job Roation, jobs NOT REDESIGNED

Job Enrichment

Vertical Expansion

• Increases degree to which workers control planning, execution, evaluation
• (+) allows to complete activity, incr. freedom and indep., incr. responsibility, provides feeback, reduces absenteesim, turnover cost, incr. satisf

HOW??

Combining tasks

forming natural work units

estab. client relationships

Opens feedback channels

Alternative Work Arrangements

FLEXTIME

"flexible work time"

*discr. btw when arrive and leave

have to work specific # hrs a week

each day common core of 6 hrs. 6 am to 6 pm

(+) decr. absentieesm, incr. productivity, decr. overtime expenses, decr. hostility, decr. traffic congest, ELIMINATION of tardiness, incr. autonomy and respect, incr. job satisfaction

(-) not applicable to every job

Alternative Work Arrangements

Job Sharing

Allows 2 or more indivs. to split 40 hr. week

(+) allows to draw on talents of more than one inidv in given job

helps acq skilled workers

incr. flexibility

(-) finding COMPATIBLE pairs

Telecommuting

Do work at home at least 2 days a week on computer linked to office

3 kinds of jobs

1. routine info handling
2. mobile activities
3. other knowledge related tasks
4. (+)larger labor pool, incr. productivity, decr. turnover, incr. morale, decr. office space costs
5. (-)less direct supervision, hard to coord teamwork, isolation

Employee Involvement

Participative process that uses the input of employees to incr. their commitment to org's success

Participative Management

joint decision making

not sure means for emply perf. to incr.

Representation Participation

workers rep. in small grp of employees who actually participate

goal: to redistribute power within org.

greatest value is SYMBOLIC

REWARDS to Motivate Employees

What to Pay: Establishing Pay Structure

Entails balancing internal (worth of job to org.)  equity and external (external competitiveness of orgs. pay rel. to pay elsewhere) equity

How to Pay:

p. 89 explains these

Flexible Benefits

allow employee to put together benefit package tailored to own needs

1. Modular Plans:  predesigned packages
2. Core Plus Plans:  core of essential benefits and menu of other options
3. Flexible Spending Plans:  allow emply to set aside up to dollar amount to pay for particular services