Chapter 6 Flashcards
Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.
Example: McDonald’s workers
What is job specialization?
Moving employees from job to job at regular intervals.
Example maids
Job Rotation
Expanding the tasks performed by employees to add more variety.
Job Enlargement
A job redesign technique allowing workers more control over how they perform their own tasks.
Job enrichment
Proactive changes employees make in their own job descriptions.
Job Crafting
Five core job dimensions leading to three critical psychological states, which lead to work related outcomes.
Job characteristic model
Skill Variety: The extent your which the job requires a person to utilize multiple high level skills.
Task Identity: The degree to which a person is in charge of completing an identifiable piece of work from start to finish.
Task Significance: whether a persons job substantially affects other people’s work, health and well being.
Autonomy: The degree to which people have the freedom to decide how to perform their tasks.
Feedback: The degree to which people learn how effective they are being at work.
Core job characteristics
- Variety of tasks and skill required - is this person qualified?
- Task identity -are the tasks easily identifiable?
- Significance - Does this have a meaningful impact?
- Autonomy -Do the tasks have freedom?
- Feedback- Does the task provide feedback ?
Which job characteristics might lower employee turnover ?
According to this formula autonomy and feedback are the most important elements in deciding motivating potential compared to skill variety task identity or task significance.
MPS=[(Skill Variety+ Task Identity + Task Significance)\3]x Autonomy x Feedback
Research has shown that the desire for the five core job characteristics are not universal. one factor that affects how much of these characteristics people want or need is growth strength.
The degree to which a person has higher order needs, such as self esteem and self actualization.
Growth Need Strength
The removal of conditions that make a person powerless.
It motivates employees through job design and it extends the idea of autonomy.
Empowerment
The aspects of the work environment that give employees discretion and autonomy and enable them to do their jobs effectively.
Structural Empowerment
One of the most influential theories of motivating. It improves performance by at least 20/25%
Goal Setting Theory
- Specific
- Measurable- increasing sells to a region by 10%
- Agressive (stretch goals )requires to make people work harder and smarter
- Realistic - if a goal is impossible to reach it will have no motivational value.
- Time bound -“by December of the current fiscal year”
Smart Goals
- Goals gives us direction
- The goals tells you what to focus on and make you think outside the box
3.goals energize people
4 goals provide a challenge
Why do smart goals motivate ?
- Feedback- employees should receive feedback on the progress they are making toward goal accomplishment
- Ability-Employees should have the skills knowledge and abilities to reach their goals
- Goal commitment-refers to the degree to which a person is dedicated to reaching the goal.
When are goals more effective ?
Learning decreases, adaptability declines and single mindedness develops , and ethical problems increase.
Are there downsides to goal setting ?
- Setting companywide goals derived from corporate strategy
- determining team and department level goals
- collaboratively setting individual level goals that are aligned with corporate strategy
- developing an action plan
- periodically reviewing performance and revising.
MB0(Management by Objectiveness)
The collection of tool methods and procedures aiming to improve employee performance.
What is performance management ?
A process in which employee performance is measured.
What is performance appraisal?
A system where feedback is gathered from supervisions peers subordinates and sometimes even customers
Rather=Supervisior has
360 degree feedback
Adequate notice - Letting employees know what criteria will be used during the appraisal.
Fair hearing - Enauring that there’s is two way communication during the appraisals process and the employees side of the story is heard
Judgement based on evidence - Documenting performance problems and using factual evidence .
What makes an effective appraisal system? I’m
Before the meeting(Ask the person to complete a self appraisal complete the performance appraisal form avoid recency bias and handle the logistics)
During the meeting (Be sure to recognize effective performance give employees plenty of opportunities to talk show empathy and support set goals and create an action plan)
After the meeting(Continue to give the employees periodic a frequency that follow through on the goals that were set
)
Conducting an effective performance appraisal meeting
Liking, leniency, and stereotypes
Managing potential by performance appraisals
Perhaps the most tangible way in which companies put motivational theories into action is my instituting infinitive sustems. incentive are reward systems that Tie pay to performance
Performance incentives
- Piece rate incentives -
Payments to employees made on the basis of their individual output - Bonuses- What time are you boys that follow specific accomplishments of employees
3.Merit Pay -Giving employees a permanent pay raise based on past performance
4.Rewarding sales employees with a percentage of sales volume or profits generated
5.Employee recognition -awards awards plaques are other symbolic methods of recognition that convey appreciation for employee contribution
6.Team Bonuses
7.Gainsharing- A companywide program in which employees are rewarded for performance gains as compared to past performance - Profit Sharing- Programs involving sharing a percentage of a company profits with all employees
- Stock Option- Giving an employee the right but not the obligation to purchase company stocks at a predetermined price.
Motivating employees performance incentive
