MOTIVATIONAL METHODS AND

PROGRAMS

MODULE 13
Learning objectives:

- Define and explain the uses of the various

motivational methods and programs
- Discuss its importance as a motivational tool.
INTRODUCTION
A person brings to his job certain psychological needs which, in
his environment are translated into wants. Management must
therefore strive to provide its workers with a working climate that
would motivate its workers to serve both the company as well as their
individual needs. Motives are expressions of personal needs and are
internal in nature.
Incentives are external stimuli to persons. These are things
perceived in the environment that are to be helpful in attaining
personal goals. Bonus, as an incentive, induces productivity in the
worker’s desire for status and recognition. It is the management’s
task to identify and activate man’s motives the positive way to achieve
better performance.
Part 4
MOTIVATIONAL METHODS AND PROGRAMS

1)Motivation through job design make employees

job meaningful, interesting and challenging so that
those who are responsible for it enjoy doing it.
Job design is the planning and specifications of
job tasks and the work setting designated for their
accomplishment.
3 Concepts of job design:

A) Job enrichment creates jobs that allow opportunities

for the workers by giving them more responsibility
and control over their work. Job enlargement is a
horizontal job loading because the job is expanded
but the difficulty remains the same.
B) Job characteristics model refers to the method of
job design that focuses on the task and interpersonal
demands of a job.
Core job characteristics:

1) Skill variety is the extent to which a job requires a

worker to use a number of different skills, abilities or
talents.
Ex: A carpenter who makes cabinet, tables, chairs &
install door jambs.
2) Task identity is the extent to which a job involves
performing a whole piece of work from its beginning to
end.
Core job characteristics

3) Task significance is the extent to which a job has

an impact on the lives or work of other people in
or out of the organization.
4) Autonomy is the degree to which a job allows a
worker the freedom in scheduling the work.
5) Feedback is the extent to which performing a job
provides a worker with clear information about his
effectiveness.
Concepts of job design:

C) Job crafting refers to the physical and mental

changes workers make in the task or relationship
aspect of their jobs.
Common types of job crafting:
1) changing the number and type of job tasks
2) changing the interaction with others on the job
3) changing one’s view of the job
SUMMARY:
Job design is the planning and specifications of job
tasks and the work setting designated for their
accomplishment.
Concepts of job design are job enrichment, job
characteristics model and job crafting.
Five core job characteristics are skill variety, task
identity, task significance, autonomy and feedback.