Kelli J. SchutteWilliam Jewell College

Robbins, Judge, and Vohra

Organizational Behavior15th Edition

Copyright © 2014 Dorling Kindersley (India) Pvt. LtdAuthorized adaptation from the United States edition of Organizational Behavior, 15e

Motivation: From Concepts to Applications

Motivation: From Concepts to Applications

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CASE-STUDY CASE-STUDY

Is a 100 – year old hospital set up by Dr S.P Shroff in 1926 at Daryagunj , Delhi

1927 – opening of Dr Shroff’s Charity Eye Hospital was done by Lady Irwin

Dr S.P Shroff – was a fellow of the Royal College of Surgeons of Edinburgh , UK .

He started his career as an Opthalmic Surgeon in Delhi , in a single room in the Dharamshala of Lala Laxmi Narain , at Fatehpuri .

1st hospital of its kind in Northern India , Equipped with the best instruments & facilities available at that times

Tradition was carried forward by his Tradition was carried forward by his

SON- Dr Minoo Shroff

GRANDSON’S –

LEFT :- DR CYRUS SHROFF RIGHT :- DR NOSHIR SHROFF

GREAT GRANDSON ( 4TH GENERATION- DR DARAIUS SHROFF

The Hospital Is Able To Treat 50 % Of The Patients For Free By Cross Subsiding From The Other 50 % Full Paying Patients .

The Hospital Provides World- Class Eye Care , Ranging From The Most Basic Ailments To The Most Advanced Ones .

Ophthalmologists Working At The Hospital Are Extremely Motivated And Work With Great Dedication – Attrition Rate Among Doctors , Nurses And Paramedic Staff Is Virtually Nill .

The average tenure is 10 years or more

The doctors are aware of their market value still they choose to stay at Dr Shroff Charity Hospital The hospital is also recognized Centre for the training it provides to the MD students – it features in list of top

students wanting to do their MD .

Reasons :-

1. Doctors are empowered to take decisions

2. They are encouraged to grow , invest time into their research , attend academic conferences and present their work .

3. Doctors feel that they are recognized and honored in the fraternity of ophthalmologists .

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The Job Characteristics ModelThe Job Characteristics Model

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Five Core Job Dimensions

1. Skill Variety: degree to which the job incorporates a number of different skills and talents

2. Task Identity: degree to which the job requires the completion of a whole and identifiable piece of work

3. Task Significance: how the job impacts the lives of others

4. Autonomy: identifies how much freedom and independence the worker has over the job

5. Feedback: how much the job generates direct and clear information about the worker’s performance

Job Characteristics Model Job Characteristics Model

How Can Jobs be Redesigned?How Can Jobs be Redesigned?

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Strengths of Job RotationStrengths of Job Rotation

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Job Enrichment – Possible ActionsJob Enrichment – Possible Actions

Guidelines for Enriching a JobGuidelines for Enriching a Job

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Source: J.R. Hackman and J.L. Suttle, eds., Improving Life at Work (Glenview, IL: Scott Foresman, 1977), p. 138.

Alternative Work ArrangementsAlternative Work Arrangements Flextime

– Flextime allows employees to choose the hours they work within a defined period of time.

Job Sharing– Job sharing allows two or more individuals to split a

traditional 40-hour-a-week job. Alternative to layoff due to overstaffing at times

Telecommuting– Telecommuting allows workers to work from home at least 2

days a week on a computer linked to the employer’s office. Closely related to virtual office

Some data on Telecommuting Some data on Telecommuting

In US – from 1999 to 2005

- 25% increase in self-employed home-based workers

- 35% of organizations allowed employees to telecommute at least part of the time

- 21 % telecommute full time

A 2012 survey , conducted by Global Research Company – IPSOS for Reutes News claimed that 56% of people telecommute regularly in India .

- Internet connections increasing

- Commuting becoming physical drain

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Typical Telecommuting JobsProfessional and other knowledge-related tasksRoutine information-handling tasksMobile activities

Social and Physical Context of WorkSocial and Physical Context of Work Social Context

– Some social characteristics that improve job performance include:• Interdependence• Social support• Interactions with other people outside of work

Physical Context– The work context will also affect employee satisfaction

• Work that is hot, loud, and dangerous is less satisfying• Work that is controlled, relatively quiet, and safe will be more satisfying

Example :- Municipal School Teacher vs High End AC School Teacher

Employee InvolvementEmployee Involvement

Employee involvement is a participative process that uses employees’ input to increase their commitment to the organization’s success.

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Employee InvolvementEmployee Involvement

By increasing worker autonomy and control over work lives (involvement), organizations:– Increase employee motivation

– Gain greater organizational commitment

– Experience greater worker productivity

– Observe higher levels of job satisfaction

Types of Employee Involvement ProgramsTypes of Employee Involvement Programs Participative Management

– Subordinates share a significant degree of decision-making power with their immediate superiors

Representative Participation– Works councils

• Groups of nominated or elected employees who must be consulted for any personnel decisions

– Board representative• An employee sits on a company’s board of directors and

represents the interests of the firm’s employees Quality Circle

– A work group of employees who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions

Using Rewards to Motivate EmployeesUsing Rewards to Motivate Employees

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Although pay is not the primary factor driving job satisfaction, it is a motivator. – Establish a pay structure

– Variable-pay programs

Establishing a Pay StructureEstablishing a Pay Structure

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How to PayHow to Pay

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Variable-Pay Programs– Piece-Rate Pay– Merit-Based Pay– Bonuses– Skill-Based Pay– Profit-Sharing Plans– Gainsharing– Employee Stock Ownership Plans

Types of Variable-Pay ProgramsTypes of Variable-Pay Programs

Piece-Rate Pay– Pays a fixed sum of money for each unit of production

completed. For example: Workers selling peanuts and soda get Rs.10 for each bag of peanuts sold.

Merit-Based Pay– Pays for individual performance based on performance

appraisal results. If appraisals are designed correctly, workers performing at a high level will get more pay.

Bonuses– Pay a lump sum at the end of a designated period of time

based on individual and/or organizational performance.

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More Types of Variable-Pay ProgramsMore Types of Variable-Pay Programs Skill-Based Pay

– Pays based on the number of skills employees have or the number of jobs they can do.

Profit-Sharing Plans– Pays out a portion of the organization’s profitability. It is an

organization-wide program and is based on a predetermined formula.

Gainsharing– Pays for improvements in group productivity from one

period to another. It is a group incentive plan. Employee Stock Ownership Plans (ESOP)

– Provides each employee with the opportunity to acquire stock as part of their benefit package.

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Makemytrip Awards Makemytrip Awards

Ideathons , CustoMORE , HallaBol Awards – These awards are announced at the employees desk and a big celebration is organized for the employee .

It is a coveted award and includes a cash package .

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Flexible BenefitsFlexible Benefits

Flexible benefits give individual rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situations.

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Employee Recognition ProgramsEmployee Recognition Programs

Employee rewards need to be intrinsic and extrinsic. Employee recognition programs are a good method of intrinsic rewards. – The rewards can range from a simple thank-you to more

widely publicized formal programs.

– Advantages of recognition programs are that they are inexpensive and effective.

– Some critics say they can be politically

motivated and if they are perceived to be

applied unfairly, they can cause more harm

than good.

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Global ImplicationsGlobal Implications

Job Characteristics and Job Enrichment– Studies do not yield consistent results about applicability to other

cultures

Telecommuting– Most common in the United States

Variable Pay– Most believe variable pay systems work best in individualistic

cultures such as the United States.

– Fairness is an important factor

Flexible Benefits– Popular in all cultures

Employee Involvement– Differ among countries

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