Week 2 Hrm1011
Week 2 Hrm1011
Week 2 Hrm1011
HRM 1011
Linda Wang
Class Agenda
Job Design and Motivation
Motivation Defined
Theories of Motivation
Content Theories
Process Theories
2
Organizing Model
Leadership Job Design:
Motivation
Employee
Relations Job Design:
Groups and Teams
Job Satisfaction
Managing Selection
Performance Training
Job Design
Job design (and job redesign) focuses
on jobs that are either being created or
changed in some manner
The process of defining how work will be
performed and what tasks will be required
in a given job
Job Design and Motivation
Why make jobs as motivating as possible?
Human resources are easier to manage if jobs
are designed to be intrinsically enjoyable and
motivating
This places less pressure on many specific
areas of HRM:
Performance Management
Compensation
Retention
Motivation
Who cares?
Motivation is crucial for organizations
Organizations have trouble “motivating” their
employees
A primary job of a manager is to motivate
employees
Employees are motivated for different
reasons, so it’s important to know all
motivational options
Motivation Defined
Motivation is the combined effects on
behavior of three choices:
Direction - the choice to expend effort (will I
study?)
Intensity - the choice of the level of effort to
expend (I’ll study really hard)
Persistence - the choice to persist at that level
(Everyone’s going to the Riv? Study time is
over…)
What Motivates Employees?
Why? How
CONTENT THEORIES PROCESS THEORIES
Emphasize the reasons for Focus on how behavior
motivated behavior; change occurs; how a
consider factors that “drive” person comes to act in
behavior a different way
Need Theory Reinforcement Theory
Two-Factor Theory Expectancy Theory
Job Characteristics Theory Goal-Setting Theory
(most common) Equity Theory
What Motivates Employees?
CONTENT THEORIES
Emphasize the reasons for
motivated behavior;
consider factors that “drive”
behavior
Need Theory
Two-Factor Theory
Job Characteristics Theory
Where are you NOW?
Social
Safety
Physiological
Maslow’s Hierarchy of Needs
© 2007 Prentice Hall Inc. All rights reserved.
Maslow’s Need Hierarchy:
Problems
What is a “need?”
Do people only focus on higher-order
needs once lower-order ones are
satisfied?
There is no evidence that individuals arrange
their “needs” in a specific hierarchy, moving
from one level to the next
The theory has received virtually no
support
Hertzberg’s two-factor theory
HYGIENE FACTORS MOTIVATORS
Create dissatisfaction when they Create high satisfaction and
are not present motivation
Technical supervision Responsibility
Interpersonal relationships Achievement
with peers Recognition
Fair salary Nature of work
Adequate working Opportunities for growth
conditions and resources & career development
When these things are missing, When these things are present,
employees become dissatisfied employees are more likely to be
satisfied
If this all fulfill, this is not dissatisfy but not really a
MUST be satisfy.
Herzberg’s Motivation/Hygiene (Two-factor)
High Low
Motivators
Satisfaction No Satisfaction (but not upset)
Hygiene Factors
No Dissatisfaction Dissatisfaction (upset)
(but not motivating)
Job Characteristics Theory
Jobs are more intrinsically enjoyable when
work tasks are challenging and fulfilling
Five “core job characteristics” combine to
make some jobs more rewarding than
others
Job Characteristics Theory
Core job characteristics (VISAF)
Variety - Job has different activities and uses
different skills
Identity - Job results in whole, identifiable
piece of work
Significance -Job affects the lives of other
people
Autonomy - Job holder has freedom and
discretion
Feedback - The job itself provides feedback
on performance
Job Characteristics Theory
These five core characteristics create
three “critical psychological states:”
Meaningfulness of Work
Belief that the job has a meaningful outcome
Responsibility for Work
Belief that worker controls the job outcome
Knowledge of Results
Worker is aware of the job outcome
Job Characteristics Theory
Variety
Meaningfulness
Identity of Work
Intrinsic
Significance
Enjoyment
of Job
Autonomy Responsibility
for Work
Feedback Knowledge
of Results
Job Characteristics Theory
The core characteristics tend to be
strongly correlated with job satisfaction
The characteristics even trump other
job factors, including:
Pay
Promotion opportunities
Coworkers
Supervision
Job Characteristics Theory and
Job Design
Job rotation – providing employees with
different tasks or jobs
Example (assembly line)
Job enlargement – increasing number of
tasks
Job enrichment – empowering employees
to make decisions
What Motivates Employees?
PROCESS THEORIES
Focus on how behavior
change occurs; how a
person comes to act in
a different way
Reinforcement Theory
Expectancy Theory
Goal-Setting Theory
Equity Theory
Reinforcement Theory
Key Tenet: Behavior is a function of its
consequences
To increase frequency of behavior
Positive Reinforcement
Desirable consequence follows a behavior
(Giving an employee a bonus)
Negative Reinforcement
Undesirable consequence is removed following a
behavior
(Not scheduling an employee on a weekend for doing a good job)
Reinforcement Theory
High motivation