Job Design and Involvement MOTIVATION Job Design and Involvement

HERZBERG Movement vs. Motivation KITA What’s wrong with KITA? With movement?

TYPES OF MOTIVATION Extrinsic Motivation: Intrinsic Motivation: "What gets rewarded gets done" Based on extrinsic/tangible rewards Intrinsic Motivation: "What is rewarding gets done" Based on intrinsic/intangible rewards

Job Design (Taylor’s) scientific management Job enlargement Job rotation Job enrichment (Herzberg) Hygienes (salary, relationships, setting...) Motivators (responsibility, achievement, recognition…) Dissatisfied Neutral Motivated

Job Characteristics Model Core Job Dimensions Personal & Work Outcomes Critical Psychological States Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness of Work Responsibility for Outcomes of Work Knowledge of Actual Results of Work Activities High Internal Work Motivation High-quality Work Performance High Satisfaction with Work Low Absenteeism & Turnover

IMPLEMENTING CONCEPTS CORE JOB DIMENSIONS CRITICAL PSYCHOLOGICAL STATES PERSONAL WORK OUTCOMES Combining Tasks Forming Natural Work Units Establishing Client Relationships Vertical Loading Opening Feedback Channels Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness Responsibility for Outcomes of Work Knowledge of the Actual Results of Work activities High Internal Work Motivation High Quality Work Performance High Satisfaction with the Work Low Absenteeism and turnover - STRENGTH OF EMPLOYEE’S GROWTH NEEDS - KNOWLEDGE & SKILLS - CONTEXT SATISFACTION

PPG What and why of a self-directed work force. The self-directed employee Evaluation of the assessment center process The tensions at Berea

I. What and why “A self-managed work system is one which is designed to produce high levels of employee involvement and motivation through enriched jobs, shared authority and decision making, team-based organization structures, and open communications.” David A. Garvin in Understanding Self-Managing Work Systems

II. The Self-directed employee PPG developed an assessment center and used extensive simulations and interviews to find the right employees. What was it that they were really looking for?

III. Assessment Center Process Do you think the assessment center and simulations are effective? Are there any flaws?

IV. The tensions at Brea What are the fundamental tensions at the Brea plant?

IV. The tensions at Brea What are the fundamental tensions at the Brea plant? Where do you draw the line about which decisions employees should and should not make?

Production Tasks Personnel Functions Prepare & Maintain Cost budget Set production/team goals Work with external customers/suppliers Select production/work methods Implement process improvements Perform routine equip maintenance Stop production to address quality concerns Work with internal customers and suppliers Assign daily tasks to work team members Maintain safety and housekeeping Personnel Functions Make compensation decisions Handle performance appraisals Handle individual performance problems Select team members Determine & address training needs Handle vacation scheduling

IV. The tensions at Brea What are the fundamental tensions at the Brea plant? Where do you draw the line about which decisions employees should and should not make? Why is there so much grumbling going on at the plant?