BUSINESS QUOTE OF THE DAY
“Be brave enough to live life creatively.
The creative is the place where no one
else has ever been.
You have to leave the city of your
comfort and go into the wilderness of
your intuition.
You can’t get there by bus, only by
hard work and risk and by not quite
knowing what you’re doing.
Carla Harris is a Vice Chairman,
Managing Director and Senior
Client Advisor at Morgan
Stanley
What you’ll discover will be wonderful.
What you’ll discover will be yourself”
© 2012 South-Western, a part of Cengage Learning
1–1
© 2012 South-Western, a part of Cengage Learning
All rights reserved.
Prepared by Charlie Cook
The University of West Alabama
MOTIVATION IN ORGANIZATION
Herzberg Theory of Motivation
“Motivation Through Work”
© 2012South-Western, a part of Cengage Learning
12–3
© 2012South-Western, a part of Cengage Learning
12–4
• Intrinsic and Extrinsic Motivators
• Locus of Control and Self-Esteem
• Employee Needs
© 2012South-Western, a part of Cengage Learning
12–5
MOTIVATION THROUGH INVOLVEMENT
Extending job design to include:
• Participation
•
Giving employees a voice in making decisions
•
Open door policy
•
Transparency and team culture
• Empowerment
•
Enabling workers to set their own work goals, make decisions about their
work design, and solve problems within the sphere of their responsibility
and authority
© 2012 South-Western, a part of Cengage Learning
5–6
MOTIVATION THROUGH WORK DESIGN
• Job Design
• Organizations will give you duties and responsibilities that best suits
your skills, qualifications and interest.
• Job Specialization
• Organizations will try to make you a specialist in a particular role or
task. It will help you in increasing efficiency and effective.
• Adversely, your job can be monotonous and you may be dissatisfied.
© 2012 South-Western, a part of Cengage Learning
5–7
MOTIVATION THROUGH WORK DESIGN
Job Rotation
To minimize boredom and monotony,
organizations sometimes rotates you.
Either through different departments or
through different territory.
Job Enlargement
(horizontal job loading)
Adding duties. (E.g.: The Front Desk
Associate is given additional responsibility
to manage records)
Job Enrichment
(vertical job loading)
Adding responsibilities. (E.g.: The HR
Assistant will now serve as Assistant of HR
and Accounting Department)
© 2012 South-Western, a part of Cengage Learning
5–8
FLEXIBLE WORK ARRANGEMENTS
• Variable Work Schedules
•
Compressed work schedule
•
•
Employees work a full forty-hour week in fewer than the traditional five days (e.g.: Nurses)
Flexible work schedules (flextime)
•
Employees gain more personal control over the hours they work each day (exempt and non-exempt
employees)
• Job Sharing
• Two or more part-time employees share one full-time job
• Telecommuting
• Employees spend part of their time working off-site
© 2012 South-Western, a part of Cengage Learning
5–9
MOTIVATION IN ORGANIZATION
“THROUGH REWARD”
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12–10
TYPES OF INDIVIDUAL REWARDS
• Compensation Package
• The total array of money (wages, salary, commission), incentives,
benefits, perquisites and awards provided by the organization.
• Base Pay
• The minimum hourly / weekly / bi-weekly or monthly earning that
an employee earns.
• This is before tax and other deduction.
© 2012 South-Western, a part of Cengage Learning
6–11
TYPES OF INDIVIDUAL REWARDS (CONT’D)
1. Piecework programs
2. Gain-sharing programs
• Incentive Pay Systems
• Plans in which employees can
earn additional compensation in
return for certain types of
performance
3. Bonus systems
4. Long-term
compensation
5. Merit pay plans
6. Profit-sharing plans
7. Employee stock option
plans
© 2012 South-Western, a part of Cengage Learning
6–12
INDIVIDUAL REWARDS (CONT’D)
Indirect Compensation (Employee Benefits)
1.
Paid Holidays or Vacations
2.
Social Security contributions
3.
Unemployment compensation
4.
Disability and workers’ compensation benefits
5.
Life and health insurance programs
6.
Pensions or retirement plans
7.
401 K Contributions
Other Awards
•
Rewards for seniority, perfect attendance, anniversaries and other milestones.
© 2012 South-Western, a part of Cengage Learning
6–13
© 2012 South-Western, a part of Cengage Learning
6–14
INDIVIDUAL REWARDS (CONT’D)
Motivation is key to success. Without the motivation to set an
action into motion, we have no effort, no performance, no
outcomes, no organization, and no reward.
© 2012 South-Western, a part of Cengage Learning
6–15