MHR 505 Lecture 1: MHR505 Midterm 1 Notes
27 Feb 2017
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It"s a s(cid:455)(cid:373)(cid:271)ol of a(cid:272)hie(cid:448)e(cid:373)e(cid:374)t/status, a perfor(cid:373)a(cid:374)(cid:272)e i(cid:374)di(cid:272)ator, e(cid:448)e(cid:374) a sour(cid:272)e for a(cid:374)(cid:454)iet(cid:455) Money motivates and there are different meanings of money. Gender differences = money is more valued by men. For men money is a symbol of power and status. Potential golden handcuffs (ties people to the job) Two types of rewards: broad competency-based pay bands. *employees paid more within pay band as they demonstrate more competencies: skill-based pay. *employees paid more as they learn more skill modules. Multiskilled work force, better quality, creativity, adaptability. E ops a(cid:374)d share optio(cid:374)s (cid:272)reate (cid:862)o(cid:449)(cid:374)ership (cid:272)ulture(cid:863) Profit shari(cid:374)g adjusts pa(cid:455) (cid:449)ith fir(cid:373)"s prosperit(cid:455) Problem: organizational rewards have weak p-to-o link (performance to outcome) Assigning tasks to a job, including the interdependency of those tasks with other jjobs. Orga(cid:374)izatio(cid:374)"s goal to create jobs that can be performed efficiently yet employees are motivated and engaged. Dividing work into separate jobs, each with a subset of tasks to complete the product/service.
