9.7 From Motivation Theory to Application
4 min read•june 18, 2024
Job design and work scheduling are crucial tools for motivating employees. By expanding roles, offering autonomy, and providing flexible schedules, companies can boost engagement and satisfaction. These strategies help employees find meaning in their work and balance personal lives, leading to increased productivity.
Economic incentives also play a key role in employee motivation. From to , these rewards align individual efforts with company goals. While can drive performance, it's important to balance it with intrinsic factors to create a well-rounded approach to employee engagement.
Motivating Employees through Job Design and Work Scheduling
Job enlargement and enrichment techniques
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- expands the scope of an employee's job by adding more tasks or responsibilities increases variety and reduces monotony leading to higher motivation may require additional training to ensure the employee is capable of handling the new tasks (data entry clerk also handling customer inquiries)
- provides employees with more autonomy decision-making power and control over their work increases by giving employees a sense of ownership and responsibility allows employees to use their skills and creativity leading to higher job satisfaction (software developer given the freedom to design and implement new features)
- moves employees between different tasks or positions within the organization exposes employees to various aspects of the organization broadening their skills and knowledge reduces boredom and stagnation as employees face new challenges and learn new skills helps identify employees' strengths and potential for future roles within the company (retail associate rotating between sales floor stockroom and customer service)
Work-scheduling options for motivation
- allow employees to choose their start and end times within a set range enables employees to balance work and personal life reducing stress and increasing motivation accommodates individual preferences and peak productivity times (employee starting at 7 AM to avoid rush hour traffic)
- condense the standard workweek into fewer longer days (four 10-hour days) provides employees with more days off allowing for better work-life balance reduces commuting time and costs which can increase employee satisfaction (employee working Monday through Thursday with Fridays off)
- allows employees to work remotely either part-time or full-time offers flexibility and autonomy which can boost motivation and productivity eliminates commuting stress and saves time leading to higher job satisfaction may require clear communication and performance metrics to ensure effectiveness (employee working from home two days a week)
- splits a full-time position between two part-time employees accommodates employees who prefer part-time work due to personal commitments allows the organization to retain skilled employees who might otherwise leave requires effective communication and coordination between job-sharing partners (two employees each working 20 hours per week to cover a full-time role)
Motivating Employees through Economic Incentives
Economic incentives in employee motivation
- Piece-rate pay compensates employees based on the number of units produced or tasks completed encourages productivity and efficiency as employees are directly rewarded for their output may lead to a focus on quantity over quality if not properly managed suitable for jobs with easily measurable output and consistent tasks (factory worker paid per item assembled)
- provide additional compensation for achieving specific goals or milestones aligns employee efforts with organizational objectives encouraging goal-oriented behavior can be tied to individual team or company performance may create a sense of competition and short-term focus if not balanced with long-term objectives (salesperson receiving a bonus for exceeding quarterly sales targets)
- Profit-sharing distributes a portion of the company's profits among employees fosters a sense of ownership and aligns employee interests with the organization's success encourages collaboration and teamwork as employees collectively benefit from the company's performance may not be as effective in motivating individual performance as the link between individual effort and reward is less direct (all employees receiving a percentage of the company's annual profits)
- grant employees the right to purchase company stock at a predetermined price aligns employee interests with long-term company growth and success attracts and retains top talent by offering a potentially valuable benefit may not be as motivating for employees who are risk-averse or have a shorter-term focus (executive receiving stock options as part of their compensation package)
- These economic incentives are examples of extrinsic motivation, which comes from external rewards or consequences
Theories of Motivation
- proposes that human needs are arranged in a hierarchy, from basic physiological needs to self-actualization
- 's two-factor theory distinguishes between hygiene factors (which prevent dissatisfaction) and motivators (which promote satisfaction)
- suggests that employees are motivated when they perceive fairness in the workplace, comparing their inputs and outcomes to those of others
- posits that motivation depends on the individual's belief that effort will lead to desired performance and rewards
- emphasizes the importance of setting specific, challenging, and attainable goals to motivate employees
Key Terms to Review (28)
Bonuses: Bonuses are additional monetary rewards provided to employees by employers, typically based on individual, team, or organizational performance. They serve as a form of incentive and recognition for exceptional work or the achievement of specific goals.
Compressed Workweeks: Compressed workweeks refer to alternative work schedules where employees work fewer but longer days per week, typically four 10-hour days instead of five 8-hour days. This allows for an extra day off while maintaining the same total weekly hours.
Equity theory: Equity theory is a concept in organizational psychology that suggests employee motivation is influenced by their perception of fairness in the workplace, especially in how rewards and burdens are distributed. It posits that individuals assess their job inputs and outcomes relative to those of others and then adjust their effort accordingly.
Equity Theory: Equity theory is a motivation theory that focuses on individuals' perceptions of the fairness of their work outcomes and inputs compared to others. It suggests that people are motivated to maintain a sense of fairness and balance in their relationships and work environments.
Expectancy Theory: Expectancy theory is a psychological theory that posits that individuals are motivated to act in a certain way based on their expectations of the outcomes of those actions. It suggests that people evaluate the likelihood of achieving desired results, which influences their motivation and behavior. The theory emphasizes the relationship between effort, performance, and the anticipated rewards, making it a crucial concept in understanding motivation in various contexts.
Extrinsic Motivation: Extrinsic motivation refers to the drive to engage in a behavior or activity primarily for the sake of obtaining an external reward or avoiding punishment, rather than for the inherent satisfaction or enjoyment of the activity itself. It is a type of motivation that is influenced by factors outside the individual, such as financial incentives, social recognition, or the desire to avoid negative consequences.
Flexible Working Hours: Flexible working hours, also known as flextime, refers to a work arrangement that allows employees to choose their own work schedules within certain parameters set by the employer. This approach provides workers with more control over their work-life balance by enabling them to adjust their daily start and end times, as well as the number of hours worked each day or week, to better accommodate personal responsibilities and preferences.
Frederick Herzberg: Frederick Herzberg was an American psychologist best known for his work in the field of motivation and job satisfaction, particularly through his development of the Motivator-Hygiene Theory. This theory distinguishes between factors that lead to job satisfaction (motivators) and those that can lead to dissatisfaction (hygiene factors), emphasizing that addressing hygiene factors alone is insufficient for motivating employees. Herzberg's ideas have influenced management practices and employee engagement strategies across various industries.
Goal-setting theory: Goal-setting theory is a framework in motivational psychology that posits specific and challenging goals, coupled with appropriate feedback, enhance and sustain task performance. It emphasizes the importance of setting measurable and clear objectives to improve employee motivation and performance.
Goal-Setting Theory: Goal-setting theory is a motivational framework that emphasizes the importance of setting specific, challenging, and attainable goals to drive individual and organizational performance. It suggests that the process of establishing and pursuing goals can significantly influence an individual's motivation, effort, and ultimately, their achievements.
Intrinsic Motivation: Intrinsic motivation refers to the internal drive and desire to engage in an activity or behavior for its own sake, rather than for external rewards or pressures. It is a self-directed form of motivation that stems from an individual's inherent interest, enjoyment, and satisfaction in the activity itself.
Job enlargement: Job enlargement is the process of adding more tasks and responsibilities to an employee's current job role. It aims to increase job variety and reduce monotony by broadening the scope of job activities.
Job Enlargement: Job enlargement is a job design strategy that involves expanding the scope of a job by adding more tasks or responsibilities to the existing role. This approach aims to make the job more challenging, interesting, and satisfying for the employee, thereby enhancing their motivation and job satisfaction.
Job enrichment: Job enrichment is a method of motivating employees by providing them with opportunities to use their abilities more fully and improve their job satisfaction through assigning additional responsibilities that are typically considered at a higher level or by increasing the depth of a job's duties. It aims to enhance the employee’s role so that they find more meaning and fulfillment in their work.
Job Enrichment: Job enrichment is a motivational technique that involves redesigning jobs to increase the level of personal challenge and responsibility for employees. It aims to enhance job satisfaction, engagement, and productivity by giving workers more control, autonomy, and opportunities for growth and development within their roles.
Job rotation: Job rotation is a method used in employee training and development where employees are moved between two or more jobs in a planned manner. The process helps employees gain a variety of skills and experiences, enhancing their motivation and reducing job monotony.
Job Rotation: Job rotation is a personnel management strategy where employees systematically move between different jobs or tasks within an organization. This practice is often used to enhance employee development, increase cross-functional knowledge, and prevent boredom or burnout.
Job sharing: Job sharing is an employment arrangement where two or more individuals split the duties, responsibilities, and benefits of a full-time position. This setup allows employees to work part-time hours while collectively covering all aspects of one full-time job.
Job Sharing: Job sharing is an employment arrangement where two or more people jointly fulfill the responsibilities of a single full-time position. It allows employees to work part-time while sharing the duties, compensation, and benefits of a single job role.
Maslow's Hierarchy of Needs: Maslow's Hierarchy of Needs is a theory of motivation proposed by psychologist Abraham Maslow. It suggests that individuals are motivated by five basic categories of needs, arranged in a hierarchical order from the most fundamental physiological needs to the highest level of self-actualization.
Motley Fool: Motley Fool is a multimedia financial-services company that provides financial advice for investors through various stock, investing, and personal finance services. The company's name does not directly relate to employee motivation but symbolizes the idea of making wise investment decisions informed by research and analysis.
Musk: In the realm of business, particularly in motivating employees, "Musk" symbolizes innovative leadership and visionary entrepreneurship that inspires breakthrough thinking and relentless pursuit of goals. He exemplifies how personal drive and commitment to a vision can galvanize teams and propel companies like SpaceX and Tesla to unprecedented achievements.
Piece-Rate Pay: Piece-rate pay is a compensation system where employees are paid based on the number of units they produce or the amount of work they complete, rather than being paid a fixed hourly or salary-based wage. This method of compensation is commonly used in manufacturing, assembly line, and other production-oriented jobs.
Profit-sharing: Profit-sharing is a compensation strategy where employees receive a share of the profits generated by the company, promoting a sense of ownership and alignment between employee performance and organizational success. This approach encourages teamwork, boosts morale, and can lead to increased productivity as employees feel more invested in the company's outcomes. By linking rewards directly to profits, businesses can create a motivated workforce that shares in the risks and rewards of the organization.
Semco: Semco is a Brazilian corporation known for its radical form of industrial democracy and corporate re-engineering. Under the leadership of Ricardo Semler, the company became renowned for its innovative management approach that focuses on employee participation, flexible working hours, and a non-traditional corporate structure.
Stock Options: Stock options are a type of financial instrument that give the holder the right, but not the obligation, to buy or sell a company's stock at a predetermined price within a specific time period. They are commonly used as a form of employee compensation and can also be traded on financial markets.
Telecommuting: Telecommuting, also known as remote work or working from home, is a work arrangement where employees perform their job duties outside of a traditional office environment, typically using technology to communicate and collaborate with their team and organization. This work model has become increasingly prevalent in recent years, driven by advancements in communication and information technologies, as well as the need for greater flexibility and work-life balance.
Tower Paddle Boards: Tower Paddle Boards is a company known for its direct-to-consumer sales model in the stand-up paddle board industry, which has been highlighted in motivational business contexts for its innovative approach to employee motivation and productivity. The company gained widespread recognition after securing an investment on the TV show "Shark Tank," and it emphasizes a results-oriented work environment where flexible work schedules and remote working are encouraged to boost employee satisfaction and output.