1. Copyright © 2015 Pearson Education Ltd. Chapter 8: Motivation: From Concepts to Applications 8-1

2. Copyright © 2015 Pearson Education Ltd. LO 1 8-2 Job Characteristics Model

3. Copyright © 2015 Pearson Education Ltd. LO 2 8-3 Job Design

4. Copyright © 2015 Pearson Education Ltd. Enriching a Job  Job Design  Job Rotation  Alternative Work Arrangements  Flextime  Job Sharing  Telecommuting  The Social and Physical Context Of Work LO 3 8-4

5. Copyright © 2015 Pearson Education Ltd. Employee Involvement  Employee Involvement: a participative process that uses employees’ input to increase their commitment to the organization’s success.  Examples of Employee Involvement Programs  Participative management  Representative participation LO 4 8-5

6. Copyright © 2015 Pearson Education Ltd.  Piece-rate plans  Merit-based pay  Bonuses  Skill-Based Pay  Profit sharing  Gain sharing  Employee stock ownership plans LO 5 8-6 Variable-Pay Programs

7. Copyright © 2015 Pearson Education Ltd.  There are three basic types of programs: 1.Modular plans: pre-designed with each module put together to meet the needs of a specific group of employees. 2.Core-plus plans: a core of essential benefits and a menu-like selection of other benefit options. 3.Flexible spending plans: employees set aside pretax dollars up to the amount offered in the plan to pay for particular benefits, such as healthcare and dental premiums. LO 6 8-7 Flexible Benefits

8. Copyright © 2015 Pearson Education Ltd. Employee Recognition Programs  Organizations are increasingly recognizing that important work rewards can be both intrinsic and extrinsic.  Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems.  Financial incentives might be more motivating in the short-term, but nonfinancial rewards are more important in the long-term. LO 7 8-8