1. Motivation: From Concepts to Applications 동기부여 : 개념에서 응용까지 ⓒ Professor Kichan PARK 8-247

2. LEARNING OBJECTIVES: Ch. 8 8-248

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4. 직무설계 이론 Job Design Theory VIII-1. 직무특성 모델 The Job Characteristics Model 8-250

5. Job Characteristics Model 1. 직무특성이 구성원 심리에 미치는 영향 Jobs with skill variety, task identity, task significance, autonomy, and for which feedback of results is given, directly affect three psychological states of employees: ① 결과에 대한 지식 - Knowledge of results ② 업무에 대한 의미 - Meaningfulness of work ③ 결과에 대한 책임 - Personal feelings of responsibility for results 2. 직무특성의 동기유발 및 성과 / 만족 제고효과 Increases in these psychological states result in increased motivation, performance, and job satisfaction. 8-251

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7. Computing a Motivating Potential Score 잠재적 동기지수 People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work outcome variables rather than influencing them directly. 8-253

8. Social Information Processing (SIP) Model Concept: 객관적 직무실태 만큼 중요한 것으로, 주변의 사회적 단서에 따라 형성되는 개인의 주관적 태도 ( 편견 ) 및 행동 Employee attitudes and behaviors are responses to social cues by others. 사회적 정보처리 모델 Employees adopt attitudes and behaviors in response to the social cues provided by others (e.g., coworkers) with whom they have contact. ② Employees’ perception of the characteristics of their jobs is as important as the actual characteristics of their jobs. ① 8-254

9. VIII-2. 직무 재설계 방법 How Can Jobs be Redesigned? 직무 순환 - Job Rotation The shifting of an employee from one task to another with similar skill requirements. 직무 충실 - Job Enrichment The expansion of a job by increasing the degree to which the worker controls the planning, execution, and evaluation of the work. 8-255

10. 직무순환의 강점 Strengths of Job Rotation 계획수립의 지원 Helps managers in scheduling 권태로움의 축소 Reduces boredom Increased skills Increases understanding of work contribution 기술수준의 향상업무기여의 이해 8-256

11. 직무 충실화의 방안 ( 예시 ) Job Enrichment – Possible Actions 8-257

12. VIII-3. 대안적 직무조정 Alternative Work Arrangements 1. 탄력근무제 ( 근무시간 자유선택제 ) - Flextime Flextime allows employees to choose the hours they work within a defined period of time. 2. 직무공유제 - Job Sharing Job Sharing allows two or more individuals to split a traditional 40-hour-a-week job. 3. 재택근무제 ( 원격근무제 ) - Telecommuting Telecommuting allows workers to work from home at least 2 days a week on a computer linked to the employer‘s office. 8-258

13. 업무의 사회적 및 물리적 여건 Social and Physical Context of Work 1. 사회적 여건 - Social Context (Some social characteristics that improve job performance include): 직무성과를 유도하는 사회적 특성 ① 상호의존성 - Interdependence ② 사회적 지원 - Social support ③ 외부와의 상호작용 - Interactions with other people outside of work 2. 물리적 여건 - Physical Context (The work context will also affect employee satisfaction) 직무만족에 영양을 주는 업무여건 ① 더위, 소음, 위험 상태의 만족감소 - Work that is hot, loud, and dangerous is less satisfying ② 자율, 고요, 안전 상태의 만족증대 - Work that is controlled, relatively quiet, and safe will be more satisfying 8-259

14. VIII-4. 종업원 몰입 Employee Involvement 조직의 성공을 위해 몰입하는 참여 프로세스 Definition: A participative process that uses employees‘ input to increase their commitment to the organization‘s success. Examples of Employee Involvement Programs 참가적 경영 - Participative Management 대표 참여제 - Representative Participation 8-260

15. VIII-5. 동기부여를 위한 보상의 활용 Using Rewards to Motivate Employees 1. 임금구조의 확립 : 내적 - 외적 급여공정성 임금이 Establish a pay structure 직무만족의 최우선 변수는 아니지만 InternalExternal Pay Equity 동기유발 변수임에는 분명하다 2. 변동급 프로그램 : Variable-pay programs ① Although pay is not the primary factor driving job satisfaction, it is a motivator. ② ③ ④ ⑤ ⑥ ⑦ 단위생산 차별성과급 (Piece-Rate Pay) 업적평가 성과급 (Merit-Based Pay) 기간별 상여금 (Bonuses) 숙련급 (Skill-Based Pay) 이윤배분제 (Profit-Sharing Plans) 성과배분제 (Gain-Sharing) 종업원지주제 (Employee Stock Ownership Plans) 8-261

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17. 변동급의 유형 Types of Variable-Pay Programs 1. 성과급 (Piece-Rate Pay) Pays a fixed sum of money for each unit of production completed. For example: Ballpark workers selling peanuts and soda get $1 for each bag of peanuts and soda sold  기내 면세품 판매 성과급 2. 업적급 (Merit-Based Pay) Pays for individual performance based on performance appraisal results. If appraisals are designed correctly, workers performing at a high level will get more pay  정기업적평가에 따른 성과급 Pay a lump sum at the end of a designated period of time based on individual and/or organizational performance  년말 보너스 등 3. 상여금 (Bonuses) 8-263

18. 8-264 기타 변동급 제도 More Types of Variable-Pay Programs 1. 숙련급 (Skill-Based Pay) Pays based on the number of skills employees have or the number of jobs they can do. Pays out a portion of the organization‘s profitability. It is an organization-wide program and is based on a predetermined formula. Pays for improvements in group productivity from one period to another. It is a group incentive plan. Provides each employee with the opportunity to acquire stock as part of their benefit package. 2. 이윤배분제 (Profit-Sharing Plans) 3. 성과분배제 (Gainsharing) 4. 종업원지주제 (Employee Stock Ownership Plans : ESOP)

19. VIII-6. 선택적 복리후생제 Flexible Benefits 종업원 스스로 복리후생 메뉴를 선택하는 제도 : Flexible benefits give individual rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situations. 8-265

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21. VIII-7. 우수 종업원 인정제 Employee Recognition Programs 내재적 보상방법의 일환으로 우수종업원 인정 : Employee rewards need to be intrinsic and extrinsic. Employee recognition programs are a good method of intrinsic rewards. The rewards can range from a simple thank-you to more widely publicized formal programs. ② Advantages of recognition programs are that they are inexpensive and effective. ③ Some critics say they can be politically motivated and if they are perceived to be applied unfairly, they can cause more harm than good. ① 8-267

22. Global Implications 1. 직무특성과 직무충실 - Job Characteristics and Job Enrichment Studies do not yield consistent results about applicability to other cultures Telecommuting Variable Pay 2. 재택근무 - Most common in the United States 3. 변동급제 - Most believe variable pay systems work best in individualistic cultures such as the United States. Fairness is an important factor 4. 선택적 복리후생 - 5. 종업원 몰입 - Flexible Benefits Popular in all cultures Employee Involvement 8-268 Differ among countries

23. Summary and Managerial Implications: 동기유발 1. 개인차의 인정 Recognize individual differences Use goals and feedback 2. 목표설정과 피드백 3. 관련 의사결정에의 참여 Allow employees to participate in decisions that affect them Link rewards to performance Check the system for equity 4. 성과와 보상의 연계 5. 공정성 확립을 위한 시스템 확인 8-269

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