MGMT1135 Lecture Notes - Lecture 6: Resistance 3, Flextime, Telecommuting
Week 6 - Applied Motivation (Performance) Part 1 & 2
Job Characteristics Model - Motivating Potential Score (MPS)
- Presence of job characteristics generate higher and more satisfying job performance.
Redesigning Jobs:
1. Purpose: Repetitive jobs can provide little variety, autonomy or motivation
a. Job Rotation (cross-training)
i. Shifting from one task to another
ii. + → Reduce boredom, increase motivation
iii. - → Creates disruptions, extra time, reduce efficiency
b. Relational Job Design
i. Making jobs more socially motivating
ii. Connect employees with beneficiaries of their work
c. Alternative Work Arrangement (flextime)
i. + → increased productivity, reduce overtime expenses, increase autonomy
ii. - → not applicable for all jobs/workers
d. Job Sharing
i. Two or more people split a task/job
ii. + → Increases flexibility, motivation and satisfaction
iii. - → Declining in use, difficult to find compatible pairs of employees who can
coordinate.
e. Telecommuting (Virtual Office)
i. Employees do their work at home on a computer that is linked to office
ii. + → Larger labour pool, higher productivity, reduce office space cost
iii. - → Less direct supervision, difficult to coordinate teamwork, difficult to evaluate
Employee Involvement-
A participative process that use employee’s input to increase commitment and organization’s
sucess.
a. Participative involvement
i. Joint decision making
ii. Trust and confidence must exist among all parties
b. Representative participation
i. Workers are represented by a small group of employees that participate in
decision-making. (eg. Work councils, board representatives)
Herzberg’s Two-Factor Theory of Job Satisfaction
1. Motivator factors
a. Related to JOB CONTENT
b. Presence causes high satisfaction, absence causes low satisfaction
c. Eg. Chances for recognition, advancement of personal achievement
2. Hygiene factors
a. Related to JOB CONTEXT
b. Presence causes low dissatisfaction, absence cause high dissatisfaction
c. Eg. Base salary, physical and social working conditions, company policies
Document Summary
Week 6 - applied motivation (performance) part 1 & 2. Job characteristics model - motivating potential score (mps) Presence of job characteristics generate higher and more satisfying job performance. Redesigning jobs: purpose: repetitive jobs can provide little variety, autonomy or motivation, job rotation (cross-training) i. ii. iii. Creates disruptions, extra time, reduce efficiency: relational job design, making jobs more socially motivating ii. Connect employees with beneficiaries of their work: alternative work arrangement (flextime) i. ii. i. ii. iii. i. ii. iii, job sharing. + increased productivity, reduce overtime expenses, increase autonomy. Declining in use, difficult to find compatible pairs of employees who can coordinate: telecommuting (virtual office) Employees do their work at home on a computer that is linked to office. + larger labour pool, higher productivity, reduce office space cost. Less direct supervision, difficult to coordinate teamwork, difficult to evaluate. A participative process that use employee"s input to increase commitment and organization"s sucess: participative involvement i. ii.
