Motivating Employee Performance

Through Work
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E NHANCING
PERFORMANCE
WORK DESIGN IN
ORGANIZATIONS
 Work Design
Work design is an important method managers can use to enhance employee performance. When
work design is addressed at the individual level, it is most commonly referred to as

Job Design
-how organizations define and structure jobs

As we will see, properly designed jobs can have a positive impact on the motivation, performance,
and job satisfaction of those who perform them. On the other hand, poorly designed jobs can
impair motivation, performance, and job satisfaction.
-credited to the work of
Frederick Taylor
-argued that jobs should be
scientifically studied, broken
down into small component
tasks, and then standardized
Job
across all workers doing those
jobs
Specialization
Early Alternatives to Job Specialization

Job Job
Job Rotation
Enlargement Enrichment
systematically moving -or horizontal job loading entails giving workers more
workers from one job to - is expanding a worker’s tasks to perform and more
another in an attempt to job to include tasks control over how to perform
minimize monotony and previously performed by them
boredom other workers
-identifies five
motivational properties
of tasks and three
critical psychological Hackman and Oldham‘s
states of people
Job
Characteristics
Theory
 Three Critical Psychological States

-the core of the theory

Experienced Experienced
meaningfulness responsibility Knowledge of -are presumed to determine
of the for work results the extent to which
work outcomes characteristics of the job
enhance employee
the degree to which the degree to the degree to responses to the task
the individual which individuals which individuals
experiences the job feel personally continuously
as generally accountable and understand how
meaningful, responsible for the effectively they
valuable, and results of their work are performing
worthwhile the job
 Five Characteristics of the Job
-triggers the three critical psychological states - also known as CORE JOB DIMENSION

SKILL TASK TASK AUTONOMY FEEDBACK

VARIETY IDENTITY SIGNIFICANCE
the degree to the degree to
which the job which the job
requires the degree to —the degree to
allows the
completion of a which the job which the job
individual
“whole” and an affects the lives or activities give the
substantial
identifiable piece work of other individual direct
degree to which freedom,
of work; people, both in the and clear
independence, and
the job requires immediate information about
discretion to
a variety of -theextent to which
organization and in
schedule the work the effectiveness
activities that the external of his or her
a job has a and determine the
involve different environment performance
beginning and an procedures for
skills and talents end with a tangible carrying it out
outcome
EMPLOYEE INVOLVEMENT
AND MOTIVATION
 Employees’ involvement in their work can also play an important role
in motivation.
Involvement is most often enhanced through what are called
participative management and empowerment.
In most cases, managers who use these techniques are attempting to
enhance employee motivation.
In a sense, participation and empowerment are extensions of job
design because each fundamentally alters how employees in an
organization perform their jobs.
 Participation and Empowerment
is the process of
entails giving enabling workers to
set their own work
employees a voice
goals, make
in making decisions decisions, and solve
about their own work problems within their
sphere of
responsibility and
authority
FLEXIBLE WORK ARRANGEMENTS

Beyond the actual redesigning of jobs and the use of employee

involvement, many organizations today are experimenting with a
variety of flexible work arrangements.
These arrangements are generally intended to enhance employee
motivation and performance by giving workers more flexibility about
how and when they work.
Among the more popular flexible work arrangements are variable
work schedules, flexible work schedules, extended work schedules,
job sharing, and telecommuting.
Work starts at 8:00 or 9:00 in the
morning and ends at 5:00 in the
evening, five days a week.

What is the problem with this work

schedule? Traditional Work
Schedules
 Place Your Picture Here

Compressed
Work Schedule employees work a
full forty-hour week in
fewer than the
traditional five days,
leaving an extra day
off

Variable Work
Schedules
 Place Your Picture Here

“Nine-Eighty” Under this

arrangement, an
work schedule employee works a
traditional schedule
one week and a
compressed
schedule the next,
getting every other
Friday off.

Variable Work
Schedules
 Place Your Picture Here And Send To Back

Flexible Work
-give employees more
personal control over Schedules
the hours they work
each day
-also known as
flextime

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 Place Your Picture Here And Send To Back

All employees must be FLEXTIME

at their workstations
during
CORE TIME

All employees can

choose their own
schedules during Get a modern PowerPoint Presentation that
is beautifully designed. I hope and I believe
FLEXIBLE TIME that this Template will your Time. Easy to
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 Place Your Picture Here

one that requires

“Nine-Eighty” work of
relatively long periods
schedule
work followed by
relatively long periods of
paid time off

-used by firms to limit the

number of workforce on
duty

Extended Work
Schedules
 Place Your Picture Here

-two or more part-time

“Nine-Eighty”
employees sharework one full-
schedule
time job
-desirable for people who
only want to work part
time or when job markets
are tight
-there are also cost
benefits for the
organization

Job Sharing
 Place Your Picture Here

-a work arrangement in which

“Nine-Eighty”
employees spend partwork
of their
time working off-site
schedule
-by using e-mail, web interfaces,
and other technology, many
employees can maintain close
contact with their organization
and do as much work at home as
they could in their offices
-also known as e-commuting or
working from home

Telecommuting
 Telecommuting
(1) they can reduce absenteeism and turnover since Your Picture Here
employees will need to take less “formal” time off
(2) they can save on facilities such as parking spaces
because fewer people will be at work on any given day
(3) there are also environmental benefits, given that fewer
cars are on the highways

(1) some feel isolated and miss the social interaction of Your Picture Here
the workplace
(2) others simply lack the self-control and discipline to
walk away from the breakfast table to their desk and
start working
(3) Managers may also encounter coordination difficulties
in scheduling meetings and other activities that require
face-to-face contact.
Thank You
Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. It is what causes
you to act and is frequently used to describe why a person does something. In simple terms, it is the
driving force behind human actions.

The need-based perspective assumes that humans are motivated primarily by deficiencies in one or
more important needs or need categories. Examples are Abraham Maslow's Hierarchy of Needs;
Herzberg's Two-Factor Model; And Alderfer's ERG Model or ERG Theory.

The process-based perspective are concerned with how motivation occurs rather than attempting to
identify motivational stimuli and focus on why people choose certain behavioral options to satisfy their
needs and how they evaluate their satisfaction after they have attained these goals. As discussed in the
previous chapter, there are three useful process perspectives on motivation. Namely, they are the equity,
expectancy, and goal-setting theories.

These two-based perspectives go hand in hand in creating a potential for motivated behavior directed at
enhanced performance. Thus, if an employee exhibits a potential motivated behavior and directs it
towards an enhanced performance at work, he/she will be able to embrace further areas in the
organization that would really result into enhanced performance. These areas are the Job Design,
Employee participation, flexible work arrangements, goal setting, performance management, and
organizational rewards. When embracing these areas in an organization, surely an employee will have
an enhanced
Job design is the process of organizing work into the tasks required to perform a specific job. Job design
involves the conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve
certain objectives. A good work or job design would, for example, involve employees, provide good
feedback on performance, as well as balance static and dynamic work. It is important to assess the
cognitive aspects of the job as well as the physical aspects, as correcting only the physical hazards in
the job will not realize sustainable results of improving employee performance.

Job specialization is a process that occurs when employees gain knowledge, education and experience
in a specific area of expertise. The importance of job specialization in the modern-day workforce is that it
helps to fulfill the need for skilled workers.

Frederick Winslow Taylor is an American inventor and engineer who is known as the father of scientific
management. His system of industrial management, known as Taylorism, greatly influenced the
development of industrial engineering and production management throughout the world.

Taylor's philosophy focused on the belief that making people work as hard as they could was not as
efficient as optimizing the way the work was done. In 1909, Taylor published "The Principles of Scientific
Management." In this, he proposed that by optimizing and simplifying jobs, productivity would increase.
Variable Work Schedules - is an alternative to the traditional 8hours a day, 5 days a week work schedule. It gives
employees more flexibility and control over both their work and personal time.

Flexible Work Schedule- is an alternative to the traditional nine to five working day. It is also an alternative to the
forty-hour week. A flexible schedule allows workers to vary when they come in and leave their work place

Flextime- short for Flexible Time is a work arrangement in which employees can choose the starting and finishing
time of their work day.

Core time- refers to period when workers must be at work.

Flexible Time- offers an opportunity to better manage their time.

Perhaps the simplest job sharing arrangement to visualize is receptionist.

So example of job sharing is, to share this job, one part-time worker would staff the receptionist desk from 8:00-noon
and the second part-time worker would staff the desk from 1:00-5:00 pm. So makita natus example nga ang duha ka
part time worker is nag share sa usa ka position which is ang staff sa receptionist desk. Some employees like job
sharing because it gives them flexibility and freedom

Telecommuting - is the ability for an employee to complete work assignments from outside the traditional workplace.
 Benefits of Flexible Work Arrangement:

1. Increased ability to attract, retain and motivate high-performing and experienced employees.
2. Reduced absenteeism
3. Increased job satisfaction, energy, creativity, and ability to handle stress.
4. Increased diversity and inclusivity

Core Job Dimension is a theory developed by (2) organizational psychologist on 1976 namely Richard Hackman & Greg
Oldham.
Types of Core Job Dimension

Skill Variety — it involves making the employees work in different area to develop their skills and to learn something new
for experience

Task Identity — is the degree of completion that a certain employee finished. The more s/he accomplished a certain work,
the more motivated s/he is to try something new

Task Significance — it is the degree in which how you influence or affect the lives of others. This is the job that you loved to
do that's why others are affecting on the energy that you radiates in doing the job

Autonomy — refers to the sense of responsibility. You are motivated to do your job because you knew all along that it is
your responsibility to finished it

Feedback — the degree on which how your work being done. Your manager will give you feedback like satisfying if your
works are indeed satisfying or in need of improvement if not. And you will use this feedback to improve yourself more
 3 Early Alternatives to Job Specialization
a. Job Rotation
b. Job Enlargement
c. Job Enrichment

Job Rotation - is a pre-planned approach with an objective to test the employee skills and competencies in order to place
him or her at the right place. In addition to it, it reduces the monotony of the job and gives them a wider experience and
helps them gain more insights. Job rotation should be well-planned practice to reduce the boredom of doing same type
of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the
management and the employees. It helps management in discovering the talent of employees and determining what he
or she is best at. On the other hand, it gives an individual a chance to explore his/her own interests and gain experience
in different fields of operations.

Job Enlargement – is more like adding additional activities within the same level to an existing role. This means that a
person will do more different activities in their current job. For example, an employee who will now also manage her
own planning where this was formerly done by her manager.

Job Enrichment – is a common motivational technique used by organizations to give an employee a greater satisfaction
his work in the essence of giving the employee a more self-management in his duties. So, the objective to this is to give
the employee more personal accountability fr the work that he/she does. By doing so, the employer hopes that he feels
more of a sense of self-worth from his role in the business. The primary trait of job enrichment is autonomy, meaning
that the employee has loss responsibility to report on his work tasks to a supervisor.
Job characteristics model – is designed by Hackman and Oldham and it is a theory that is based on the idea that a task in itself
is the key to the employee’s motivation. Specifically, it is a boring and monotonous job in which it is disastrous to an employee’s
motivation whereas a challenging, versatile job has a positive effect on motivation. This theory also encompasses individual
variable that may function as moderators to represent the relationship between the job characteristics and outcome variable.

The Three Critical Psychological states is the core of the theory because when an employee assigns a high score to all five job
characteristics, he/she will experience all three of the psychological states in which he/she is highly intrinsically motivated.

Experience Meaningfulness of Work – Individuals have to feel that when they are working, they are doing something
meaningful. They feel that their work, in and of itself, is meaningful. This means that they have to feel that what they are doing is
generally worthwhile or of value. Say, for example, an employee is tasked to create project proposals, with the knowledge that
these proposals are likely to be approved and implemented, and will result to the company’s earnings increasing and, as a
result, everyone’s bonuses will also go up. So, through this, he will find his job more meaningful and will be more motivated to
come up with excellent project proposals.

Responsibility – So in this, you have been given the opportunity to be a success or failure at your job because sufficient
freedom of action has been given to you. So, this would include the ability to make changes and incorporate thee learning you
gain while doing the job.

Knowledge of Outcome – It is given that knowing the results or outcomes of your job will help you track or monitor your
effectiveness in your job. It will also help you evaluate your job performance better. Having the knowledge of the outcome is
important because it will ensure that the worker is fully aware of the success or failure of his work and in the process, it allows
them to learn from this mistakes. Aside from that, it will help them too to connect emotionally to their customers at their outputs,
thus giving further purpose to the work like for example, you may only work on a production line, but you know that the food
rations you produce are used to help people in disaster areas which can save many lives.