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Chapter 77Creating a Creating a

Motivating Work Motivating Work SettingSetting

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Chapter Objectives

Appreciate the advantages and disadvantages of the scientific management approach to job design

Describe the job characteristics model and its implications for using job design to create a motivating work setting

Understand implications of the social information processing model

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Chapter Objectives

Appreciate how and why organizational objectives can motivate employees

Describe goal setting theory and the kinds of goals that contribute to a motivating work setting

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Opening Case: Motivating Employees at Norsk Hydro

How can organizations create a motivating work setting?

Norway’s biggest industrial company Known for initiatives to promote job

satisfaction and well-being Holistic approach to job design Emphasis on work significance

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Figure 7.1 Motivation Tools

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What is Job Design?

Linking specific tasks to specific jobs Deciding what techniques, equipment, and

procedures should be used to perform those tasks

Job design may increase motivation and encourage good performance

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Job Design: Early Approaches

Scientific Management Job Enlargement Job Enrichment

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Scientific Management

A set of principles and practices stressing job simplification and specialization

There is one best way to perform any job Management’s responsibility is to determine

what that way is Time and Motion Studies

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Disadvantages of the Scientific Management Method

Loss of control Repetitive, boring tasks Meaningless, monotonous work High job dissatisfaction No opportunity to develop and acquire new

skills

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Job Enlargement

Increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility

Horizontal job loading Do more tasks Equal level of responsibility Intended to increase intrinsic motivation

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Job Enrichment

Designing jobs to provide opportunities for employee growth by giving employees more responsibility and control over their work

Vertical job loading Based on Herzberg’s Motivator-Hygiene

Theory

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Enrichment Methods

Allow employees to plan their own work schedules

Allow employees to decide how the work should be performed

Allow employees to check their own work Allow employees to learn new skills

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The Job Characteristics Model

Skill variety Task identity Task significance Autonomy Feedback

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Job Diagnostic Survey

Scales used to measure the five dimensions Allows for the computation of a job’s motivating

potential score– A measure of the overall potential of a job to

foster intrinsic motivation– Average of skill variety, task identity, and task

significance multiplied by autonomy and feedback

Identifies the dimensions most in need of redesign

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Figure 7.3 Sample Job Diagnostic Survey Profiles

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Ways to Redesign Jobs to Increase MPS

Combine tasks so that an employee is responsible for work from start to finish

Group tasks into natural work units Allow employees to interact with customers

or clients Vertically load jobs to give employees more

control and higher levels of responsibility Open feedback channels

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Job Dimensions and Psychological States

Experienced meaningfulness of the work Experienced responsibility for work

outcomes Knowledge of results

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Work and Personal Outcomes

High intrinsic motivation High job performance High job satisfaction Low absenteeism and turnover

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Figure 7.4 The Job Characteristics Model

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Individual Differences

Growth-need strength Knowledge and skills Satisfaction with the work context

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The Social Information Processing Model

Factors other than the core dimensions influence how employees respond to job design– Social information

• Social environment provides employees with information about how they should evaluate their jobs and work outcomes

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Meeting Organizational Objectives

Social Identity Theory Goal Setting Management by Objectives (MBO)

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Social Identity Theory

People tend to classify themselves and others into social categories– Team membership– Religious affiliation

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Goal Setting

Explains what types of goals are most effective in producing high levels of motivation and performance

Emphasizes how to motivate employees to contribute inputs to their jobs

Stresses importance of ensuring that employees’ inputs result in acceptable levels of job performance

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Goal Characteristics (SMART)

Specificity Measurable Attainable Realistic Time-related

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How Do Goals Affect Motivation?

By directing employees’ attention and action toward goal-relevant activities

By encouraging higher levels of effort By encouraging the development of action

plans By causing persistence in the face of

difficulty

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Management By Objectives (MBO)

Goal-setting process– Setting and evaluation of goals with

manager on periodic basis Basic Steps

– Goal setting– Implementation– evaluation

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Figure 7.5 Basic Steps in MBO

Goalsetting

Implementation Evaluation