Professional Documents
Culture Documents
DO YOU MOTIVATE
EMPLOYEES?
HERZBERG
ESSENTIAL AND RE-OCCURRING MANAGERIAL
CONCERN
• How do I get an employee to do what I want?
• The psychology of motivation is complex.
• The ratio to knowledge to speculation is very large.
• What are the new forms of snake oil?
WHAT IS MOTIVATION?
• Basic characteristics:
• Effort
• Persistence
• Direction
• Goals
TWO TYPES OF MOTIVATION
• Intrinsic motivation: motivation that stems from the direct relationship between the
worker and the task – self applied.
• Extrinsic motivation: motivation that stems form the work environment external to the
task – applied by others onto the worker.
MOTIVATION AND PERFORMANCE
• It is inelegant.
• It contradicts the precious image of benevolence that most organizations cherish.
• It is a physical attack.
• Likely to end up with a Human Rights Tribunal case and in court.
• Remember: the old story – what goes around comes around.
• Employees may get you back, and in ways you may not even be aware of…
NEGATIVE PSYCHOLOGICAL KITA
• Achievement.
• Recognition.
• Work itself.
• Responsibility.
• Advancement.
• Growth.
HORIZONTAL AND VERTICAL JOB LOADING
• In attempting to enrich certain jobs management often reduces the personal contribution of employees
rather than giving them the opportunity for growth.
• This is horizontal loading.
• Typical managerial problem – not really engaging the employee and does not lead to motivation.
• Horizontal means to enlarge the scope of the job which means greater meaninglessness.
• Example: increase production and piece-meal pay for increase production.
• Horizontal – linking pay to performance on production jobs
• Vertical loading is providing motivational factors.
JOB DESIGN AS A MOTIVATOR
• Job design: the structure, content, and configuration of a person’s work tasks and roles.
• Job characteristics model: looks at skills, degree of autonomy, task significance, task
identity, and degree of feedback.
PRINCIPLES OF VERTICAL JOB
LOADING
• Remove some controls while retaining accountability