recit (chap. 5)
a given requirement in any organization. It relates to how individuals perform in their job duties in terms of expected quantity and quality of their jobs a
JOB PERFORMANCE
Determinants of Job Performance
1. THE OPPORTUNITY TO PERFORM
2. THE WILLINGNESS TO PERFORM
3. THE CAPACITY TO PERFORM
the process of activating behavior sustaining it and directing it toward a particular goal.
MOTIVATION
the set of internal and external forces that cause worker or employee to choose a course of action and engage in a certain behavior
MOTVATION (WORKPLACE)
KEY ELEMENTS OF MOTVATION
1. ITENSITY
2. DIRECTION
3. PERSISTENCE
refers to the level of effort provided by the employee in an attempt to achieve the goal assigned to him.
INTENSITY
relates to what an individual chooses to do when he is confronted with a number of possible choices.
DIRECTION
a dimension of motivation which measures how long a person can maintain effort to achieve the organization's goals
PERSISTENCE
Classification of theories related to motivation:
1. CONTENT THEORIES
2. PROCESS THEORIES
those that focus on analyzing the wants and needs of an individual.
1.Content theories
explain how people act in response to the wants and needs that they have.
2.Process theories
forwarded the idea that human beings possess a hierarchy of five needs:
ABRAHAM MASLOW
is a need hierarchy theory of motivation that was developed by Clayton Alderfer.
ERG THEORY
1.this refers to needs satisfied by such factors as food, air, water, pay, and working conditions
EXIXTENCE
2.this refers to the needs satisfied by meaningful social and interpersonal relationships
RELATEDNESS
3.this refers to the needs satisfied by an individual making creative or productive contributions.
GROWTH
1.this refers to the desire to do something better or more efficiently, to solve problems, or to master complex tasks;
need for achievement
2.which refers to the desire to establish and maintain friendly and warm relations with others;and
need for affiliation
3.which refers to the desire to control others, to influence their behavior, or to be responsible for others.
need for power
relates more to the environment in which people work.
JOB CONTEXT
relates more to what people actually do in their work.
job content
This is a benefit plan that allows each employee to put together a benefit package individually tailored to his or her own needs and situation.
Cafeteria or Flexible Benefit System
Also known as competency based or knowledge based pay,
Skill Based Pay
This is an organization wide scheme where pay is linked to company profits
PROFIT RELATED PAY
Most often, rewards consist of a lump sum, or a bonus as a percentage of basic salary, with quality of performance determining the magnitude of the percentage increase, or alternatively accelerated movement up a pay scale.
Performance Related Pay
This scheme links pay to the quantity of the individual's output.
Payment by Results
This type of monetary reward use the number of hours worked as a means of determining rewards. It may be classified as hourly rate,or weekly wage, or a monthly salary.
Time Rates
Forms of Financial incentives
1.Time rates
2.Payment by results
3.Performance and profit related pay
4.Skill/competency based pay
5.Cafeteria or flexible benefits system
They are monetary rewards paid to employees because of the output they produce, skills, knowledge, and competencies or a combination of these factors.
Motivation through Financial Incentives
the development of a scheme that reduces the cost of providing service to customers.
Identify a meritorious behavior
This refers to the physical and mental changes workers make in the task or relationship aspect of their jobs.
Job Crafting
Five Core Job Characteristics
1. SKILL VARIETY
2.TASK IDENTITY
3.TASK SIGNIFICANCE
4.AUTONOMY
5. FEEDBACK
the degree to which a job provides direct information about performance.
FEEDBACK
the degree which the job gives the employee substantial freedom, independence, and discretion in scheduling the work and determining the procedures used in carrying it out.
AUTONOMY
the degree to which the job has a substantial impact on the lives or work of other people.
Task significance
the degree to which one worker is able to do a complete job, from beginning to end, with the tangible and possible outcome.
Task identity
the degrees to which there are many skills to perform.
SKILL VARIETY
This term refers to the method of job design that focuses on the task and interpersonal demands of a job.
Job Characteristics Model
which means an employee is given a chance to serve an external or internal client.
Client relationships
This term refers to the method of job design that focuses on the task and interpersonal demands of a job.
Direct feedback
which means that the employee acquires new knowledge while doing his work.
NEW LEARNING
which means that the employee has some control over which method to choose to accomplish a task.
CONTROL OVER METHOD
which means the employee has the ability to schedule his work.
Control over scheduling
which means the job has unique qualities or features, like the opportunity to see the world.
Unique experience
which means the job provides the employee the opportunity to communicate directly with people who use their output.
Direct communication authority
which means the employee has some control over resources such as money, material, or people.
Control over resources
which means the employee is responsible for his or her result. He accepts credits for doing a good job, and blame for a poor job.
Personal accountability
This term refers to the practice of building motivating factors like responsibility, achievement and recognition into job content
JOB ENRICHMENT
Three important concepts of job design
1.job enrichment
2.job characteristics model
3.job crafting
It may be defined as the theory that specific and difficult goals, with feedback lead to higher performance.
Goal Setting Theory
Two Types of Inequity
1.over rewarded; or
2.under rewarded
Defined as a theory that individuals compare job inputs and outcomes with those of others and then respond to eliminate inequities.
Equity Theory
This theory sees people as choosing a course of action according to what they anticipate will give them the greatest rewards
Expectancy Theory