HROB 2090 Lecture Notes - Lecture 10: Absenteeism, Motivation, Organizational Commitment

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2090
• Professor: Thomas Sasso

Document Summary

Contingency factors: employee needs, nature of the job, organization characteristics, desired outcomes. Arrangements (flex-time, compressed work week, job and work sharing, telecommuting) Employees and managers seriously underestimate the importance of pay as a motivator. The motivation theories suggest that pay is a very important motivator. Pay can satisfy lower-level needs as well as social, self-esteem, and self actualization needs so it should have good potential as a motivator. If pay can satisfy a variety of needs, it should be highly valent, and it should be a good motivator to the extent that it is clearly tied to performance. The prototype of all schemes to link pay to performance on production jobs is piece- rate. Piece-rate refers to a pay system in which individual workers are paid a certain sum of money for each unit of production they complete. Various schemes to link pay to performance on production jobs are called wage incentive plans.