Motivating Employees

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motivating employees through job characteristics model:

job characteristics model
A theoretical concept concerning how the fundamental features of an employee's assigned tasks affect mental states and yield different workplace outcomes. The job characteristics model applicable to a business identifies the job characteristics of skill variety, autonomy, task significance, task identity and feedback, and the outcomes of high job performance, high job satisfaction, high intrinsic motivation, and low absenteeism or turnover. | |

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Skill variety:
is the degree to which a job requires a variety of differnt activities in carrying out the work, which involve the use of a number of different skills and talents of the employee Advantage:

*Job Satisfaction and Motivation

*Halth & safety
*operational effectiveness
*succesion planning

task identity
Extent to which a job involves doing a complete from beginning to end and identifiable piece of work with a visible outcome, as opposed to doing only a portion of the job. Task identity is an important component of job satisfaction. | |

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Task significance:

Task significance involves how important the task is to others in the company, which is important in showing employees how the work they do fits in with that done in the rest of the organization.

Definition A degree or level of freedom and discretion allowed to an employee over his or her job. As a general rule, jobs with high degree of autonomy engender a sense of responsibility and greater job satisfaction in the employee(s). Not every employee, however, prefers a job with high degree of responsibility. | |

Read more: feedback
Process in which the effect or output of an action is 'returned' (fed-back) to modify the next action. Feedback is essential to the working and survival of all regulatory mechanisms found throughout living and non-living nature, and in man-made systems such as education system and economy. As a two-way flow, feedback isinherent to all interactions, whether human-to-human, human-to-machine, or machine-to-machine. In an organizational context, feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result. Feedback occurs when an environment reacts to an action or behavior. For example, 'customer feedback' is the buyers' reaction to a firm's products and policies, and 'operational feedback' is the internally generated information on a firm's performance. Response to a stimuli (such as criticism or praise) is considered a feedback only if it bringsabout a change in the recipient's behavior.

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jobs redesigning:
job rotation
A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them

Read more: advantage:
1.reduced boredom
2.reduced work stress
3.increased motivation
4.increased free time activity
5.increased production
6.reduced absenteeism
7.reduced turnover
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