Business a changing world 7e by ferrell chap010

Motivating the WorkforceWhat motivates employees to perform?. Determining what motivates employees to perform on the job is the focus of human relations.. Nature of Human Relations Moti

Business in a Changing World

Chapter 10

Motivating the Work Force

Amadeus Consulting: Where Employees are the Company

Lisa Calkins and John Basso have created a company for which people are

motivated to work for the long term.

Motivating the Workforce

What motivates employees to perform?

How can managers boost morale?

How do you maximize worker performance?

How can you encourage creativity and innovation?

Nature of Human Relations

Determining what motivates employees to

perform on the job is the focus of human

relations.

Nature of Human Relations

Motivating the Workforce

•Motivation is an inner drive that directs a person’s behavior

toward goals

•A goal is the satisfaction of a need

•A need is the difference between a desired state and the actual

What is motivation?

Motivating the Workforce

The basic model of motivation shows that when a need exists, an individual engages in goal-directed behavior designed to satisfy that need.

Motivating the Workforce

Morale – an employee’s attitude toward his or her job,

employer, and colleagues

High Morale

•High levels of productivity

•High returns to stakeholders

•Employee loyalty

Human Relations

Motivating the Workforce

High Morale

•High levels of productivity

•High returns to stakeholders

Motivating the Workforce

•Pleasant work environment

•Positive organizational culture

Motivating the Workforce

G o o g l e ’s focus on happy, committed employees

•Massage therapy

•Laundry service

•Gourmet meals & snacks

Motivating the Workforce

Intrinsic rewards – personal satisfaction derived

from goal attainment

Extrinsic rewards – benefits/recognition

received from someone else.

Perceptions of Rewards

Motivating the Workforce

Absenteeism costs a typical large

company more than $3 million a year!

Classical Theory of Motivation

Money – sole motivator for workers.

Taylor & Gilbreth – scientific focus on work tasks &

productivity.

Satisfactory pay & job security – motivate

Hawthorne Studies

Elton Mayo – postulated that physical conditions in

workplace stimulate productivity.

Productivity increased regardless of light levels

Hawthorne Effect – marks beginning of concern for

Motivating Employees by Being Green

Interface is a company that is a leader in

sustainable and environmentally sound practices

Mission Zero involves all employees to reduce

environmental footprint to zero by 2020.

Work-Life Balance

Theories of Employee Motivation

Colgate-Palmolive

provides new parents three additional weeks of paid leave in addition to the leave mandated

by the Family Leave Act

Maslow’s Hierarchy of

Needs

Actualization Needs

Self-Esteem Needs Social Needs Security Needs Physiological Needs

Maslow’s Hierarchy of Needs

Physiological needs – basic needs for food, water,

shelter

Security needs– protection from physical & economic

harm

Social needs – need for love, companionship

Esteem needs – self-respect and respect from others

Self-actualization – maximizing one’s potential

Herzberg’s Two-Factor Theory

Hygiene factors – focus on the work setting not

the content of the work – wages, working

conditions, company policies, job security.

Motivational factors – focus on content of the work

itself – achievement, recognition, involvement,

responsibility, advancement

Herzberg’s Two-Factor Theory

McGregor’s Theory X and Theory Y

Theory X – Assumption that workers generally dislike work and must be forced to do their jobs.

Theory Y – Humanistic view of management Assumption workers like to work and seek out responsibility

to satisfy social, esteem, and actualization needs.

self-William Ouchi Theory Z

Comparison of American, Japanese &

Theory Z Management Styles

Equity Theory

Equity theory – the assumption that how much

people are willing to contribute to an

organization depends on their assessment of the

fairness (equity) of the rewards they will receive

in exchange.

Expectancy Theory

Expectancy theory – assumption that

motivation depends not only on how much a

person wants something but also on how likely

he or she is to get it.

Strategies for Motivating Employees

Behavior Modification – changing behavior and

encouraging appropriate actions by relating the

consequences of behavior to the behavior itself.

Strategies for Motivating Employees

Job Design – strategies managers use to help

improve employee motivation:

•Job rotation

•Job enlargement

•Job enrichment

Job Design Strategies

Job rotation – movement of employees

from one job to another to relieve the

boredom often associated with job

specialization.

Job Design Strategies

Job enlargement – addition of more tasks

to a job instead of treating each task as

separate.

Job Design Strategies

Job enrichment – incorporating

motivational factors (achievement,

Job Design Strategies

Flexible scheduling strategies –

• Flextime

• Compressed workweek

• Job sharing

Importance of Motivational Strategies

•Foster employee loyalty

•Boost productivity

•Influence on pay, promotion, job design

•Nature of relationships

•Nature of the job itself

•Characteristics of the organization