employee motivation by pr. jonathan westover

Employee Motivation: Leveraging Employee Capacity to

Optimize Workplace Potential

Strategic Human Capital Leadership Training Series—Session 2

Jonathan H. Westover, Ph.D.Visiting Fulbright Scholar

Belarusian State University School of Business and Management of Technology MBA Program

Assistant Professor of Management, Woodbury School of Business

Email: jon.westover@gmail.com; jonathan.westover@uvu.eduAbout Me: about.me/jonathan.h.westover

Introduction

This session will address proven best practices and principles of employee motivation with a focus on how to leverage employee capacity to optimize workplace potential and overall firm success.

We will:1. Explain the importance of human capital maximization.2. Define the elements of a job analysis, and discuss their significance

in human resource management.3. Identify approaches to designing a job to make it more motivating.4. Explain how dissatisfaction affects employee behavior and firm

performance.5. Describe how organizations contribute to employees’ job

satisfaction and retaining key employees.

What we will Cover

1. Employee turn-over is low, particularly with our best people.

2. Morale is high and that our people are happy in their jobs.

3. We know the dreams and aspirations of our people and have developed career planning tools to match these desires with opportunities for development.

4. We have put in place strategies whereby we will lose fewer of our talented people this year than we did last year.

How Are We Doing? –We are confident that:

• How can I get the right people into the right job?

• How can I reduce employee turnover?

• How can I improve my performance management process?

• How can I create a high-engagement work culture?

• How can I best tap the full potential of my employees?

The Challenge of Utilizing Human Capital

Maximizing Your Human Capital Potential

Importance of Job Analysis

• Job analysis is so important to HR managers that it has been called the building block of all HRM functions.

• Almost every HRM program requires some type of information determined by job analysis:

• Work redesign• Human resource

planning• Selection• Training• Performance appraisal• Career planning• Job evaluation

Approaches to Job Design

1. Skill variety – the extent to which a job requires a variety of skills to carry out the tasks involved.

2. Task identity – the degree to which a job requires completing a “whole” piece of work from beginning to end.

3. Task significance – the extent to which the job has an important impact on the lives of other people.

4. Autonomy – the degree to which the job allows an individual to make decisions about the way work will be carried out.

5. Feedback - the extent to which a person receives clear information about performance effectiveness from the work itself.

Designing Jobs That Motivate: The Job Characteristics Model

Characteristics of a Motivating Job

The Truth about Motivation

MasteryAutonomy

Job Withdrawal

Job withdrawal – a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally.

•Negative affectivity

•Core self-evaluations

Personal Dispositions

•Role ambiguity

•Role conflict

•Role overload

Tasks and Roles

•Negative behavior by managers

•Conflicts between employees

Supervisors and Coworkers

•Pay is an indicator of status in the organization

•Pay and benefits contribute to self-worth

Pay and Benefits

The Causes of Job Dissatisfaction

Job satisfaction – a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values. The three important components are: (1) Values, (2) Perceptions, and (3) Ideas of what is important

Job Satisfaction

• Employee Empowerment – Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.

• Employee Engagement – Full involvement in one’s work and commitment to one’s job and company. This is associated with higher productivity, better customer service, lower employee turnover

Employee Empowerment

Pike’s Place Fish Market

1. Play 2. Make Their Day 3. Be There 4. Choose Your Attitude

Jonathan H. Westover, Ph.D.Visiting Fulbright Scholar

Belarusian State University School of Business and Management of Technology MBA Program

Assistant Professor of Management, Woodbury School of Business

Email: jon.westover@gmail.com; jonathan.westover@uvu.eduAbout Me: about.me/jonathan.h.westover

QUESTIONS?