Application of Motivation Concepts

Motivation by Job Design: The

JCM
Job Characteristics Model (JCM)

● Hackman and Oldham’s concept that any job can be described through five core job
dimensions:
○ Skill variety – Requirements for different tasks in the job
○ Task identity – Completion of a whole piece of work
○ Task significance – The job’s impact on others
○ Autonomy – Level of discretion in decision making.
○ Feedback – Amount of direct and clear information on performance

● The way elements in a job are organized (job design) impacts motivation, satisfaction,
and performance.
The Job Characteristics
Model
Elements of
JCM
● Skill Variety: Skill variety occurs when the individual engages in a wide range
of activities that require different skills.

● Task identity: Task identity occurs when the employees completes a whole segment
of work from start to end.

● Task significance: Task significance occurs when the job has real meaning through
making an impact on people.

● Autonomy: Autonomy occurs when employees have freedom and discretion in

deciding how to carry out their work. Feedback is when employees are given
clear feedback on their performance effectiveness

● Feedback: This component of the job characteristics model has to do with how much
an employee knows about the results of their efforts.
Efficacy of JCM
● It helps in creating job design strategies: Unless your business consists of one solo
practitioner, you have multiple people in multiple roles. Tasks assigned to each job can vary
from position to position. With the job characteristics model, you look at all the functions
and build various jobs around them.

● It improves job satisfaction: When Human Resources and management work together
with the job characteristics model, they design each job to increase job satisfaction.
While it’s impossible to do away with all boring or monotonous tasks, this model can
reduce those problems.

● Better delegation of tasks. The job characteristics model uses job design to make jobs
better. Jobs are broken down into specific tasks, and employees receive authority to carry
those tasks out. This autonomy gives employees more control over their work environment
and increases their job satisfaction.
Motivating Potential Score
● Five dimensions combined into a single predictive index of
motivation.

● 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.
Job Redesign
● Job redesign involves modifying the tasks, responsibilities, and activities
of a job to enhance motivation and performance.

● It can lead to increased job satisfaction, reduced turnover, and

improved productivity by aligning job characteristics with employee
skills and interests.
Job Rotation and Job
Enrichment
● Job rotation involves moving employees
across different roles or departments within
the organization. This helps employees gain
a wider range of skills and experiences,
which can be valuable for their professional
growth and development

● Job enrichment involves enhancing the depth

and scope of an employee's current role by
giving them more meaningful and challenging
tasks. This can include increasing autonomy,
responsibility, and opportunities for skill
development
Relational Job
Design
● Relational job design centers on the idea that jobs can be crafted to enhance
interactions, relationships, and social bonds among team members. It goes beyond
traditional task-oriented roles and seeks to create an atmosphere where every
employee feels engaged, valued, and connected.

● Importance: Aims to cultivate a sense of belonging, teamwork, and mutual

support
among employees.

● Benefits: Enhanced job satisfaction, improved communication, and increased

overall employee engagement.

● Strategies: Cross-functional teams, regular brainstorming sessions, mentoring and

coaching programs.
Alternative Work Arrangement
● Flextime: Flextime is a work arrangement in which employees can choose
the starting and finishing times of their workday. Employees are typically
required to work during their employer's core hours and work
arrangements are popular because they help employees achieve a
positive work-life balance.

● Job Sharing: Job sharing can be defined as a work arrangement where

two employees have been given two duties in a proper full time
position that makes it a very effective way for proper business and to
accommodate the unconventional employee schedules.

● Telecommuting: Telecommuting is a work arrangement that allows

employees to work remotely, usually from home or another location
outside of the traditional office. This arrangement can be beneficial to
both employers and employees, as it can reduce costs, improve
employee productivity, and provide greater flexibility in scheduling.
Employee Involvement
● Employee involvement can be defined as: The direct participation of staff to help an
organization fulfill its mission and meet its objectives by applying their own ideas,
expertise, and efforts towards solving problems and making decisions.

● Cultural Employee Involvement Programs (EIPs): Cultural EIPs promote a work

environment where employees actively participate in decision-making, share ideas, and
contribute to shaping the company's direction. It cultivates a sense of ownership,
empowerment, and inclusivity among the workforce.

● Examples of Employee Involvement Programs

○ Suggestion Boxes: Provide a platform for employees to share suggestions and

ideas
for process improvement and innovation.
○ Cross-Functional Teams: Assemble teams with diverse skills to address challenges and
develop creative solutions.
○ Employee Committees: Engage employees in committees dedicated to topics
like wellness, diversity, or innovation.
Using Extrinsic Rewards to Motivate
Employees
● "What to Pay": Establishing a Pay Structure

○ Definition: Establishing fair and competitive compensation aligned with industry

standards and the value of the work.
○ Factors: Job complexity, market benchmarks, individual performance, and
internal
equity.
○ Importance: Attracts and retains top talent, ensures motivation and job
satisfaction.

● "How to Pay": Rewarding Individual Employees through Variable Pay Programs

○ Definition: Variable pay programs link compensation to individual or team

performance, creating a direct incentive for higher achievement.
○ Examples: Bonuses, profit sharing, commission-based incentives.
○ Benefits: Motivates goal-oriented behavior, acknowledges exceptional performance,
drives results.
Using Benefits to Motivate Employees
● Benefits encompass a range of non-financial incentives offered to employees,
including health insurance, retirement plans, wellness programs, and work-life
balance initiatives.

● Strategies for Effective Benefits Implementation:

○ Customization: Tailor benefits to the diverse needs and preferences of

your
workforce.
○ Communication: Clearly communicate the full scope and advantages of
available benefits.
○ Regular Review: Periodically assess the relevance and competitiveness of
your benefits offerings.
○ Employee Feedback: Solicit input from employees to ensure benefits align
with their needs and desires.

● By strategically designing and implementing benefits programs, organizations can

cultivate a motivated, engaged, and thriving workforce.
Using Intrinsic Rewards to Motivate Employees
● Intrinsic Rewards: An organized initiative that acknowledges and celebrates employee
contributions, achievements, and positive behaviors.
● Key Features: Regularly scheduled recognition events, personalized commendations,
peer-to-peer recognition.
● Importance: Reinforces desired behaviors, cultivates a positive work culture, and
fosters
a sense of belonging.

● Benefits of Employee Recognition:

○ Enhanced Morale: Recognition boosts employee morale, creating a positive

atmosphere within the workplace.
○ Motivation: Acknowledgment of effort and accomplishments motivates
employees to strive for excellence.
○ Retention: Employees who feel valued and appreciated are more likely to
remain loyal to the organization.
○ Productivity: A culture of recognition contributes to increased productivity and
performance levels
Thank
You