Job Enrichment is a motivational strategy that emphasizes motivating the worker through the job itself.

Characteristics of what affects motivation and performance 1. Skill Variety-job demands different skills 2. Task Identity-degree which job requires doing a task with a visible outcome from beginning to end 3. Task Significance-which job has a substantial Impact on the lives or work of others 4. Autonomy-degree of freedom independence and discretion in scheduling work and procedures 5. Feedback-clear info that is received about the job performance

Two Forms of Job Enrichment Job Enlargement- strategy involving combining a series of tasks to make more challenging Job Rotation-strategy involving moving employee from one job to another

Management By Objectives How to Establish Objectives and Gain Employee Commitment -system of goal setting and implementation that involves a cycle of discussion review and evaluation where everyone gets involved Managers and employees setting goals together Each dept. establishes certain objectives Together discussing objectives and committing to them in writing Two way communication and show praise Feedback along with corrections if needed When goals are achieved reward employees

Key elements in Expectancy Theory 1. Can I accomplish the task? 2. If I do accomplish it, what is my reward? 3. Is the reward worth the effort?

Nadler and Lawler’s Modification of Vroom’s Theory Determine what rewards are valued by employees Determine each employee’s desired performance standard Ensure that performance standards are attainable Guarantee rewards tied to performance Be certain that rewards are considered adequate

Key principles of Equity Theory Underrewarded 1. Reduce effort 2. Rationalize that it is not important Overrewarded Increase their effort to justify higher reward in the future. Rationalize by saying “I am worth it!”