1. Motivation: From Concepts to Applications Ch. 7

2. What is MBO? Key Elements 1.Goal specificity 2.Participative decision making 3.An explicit time period 4.Performance feedback Key Elements 1.Goal specificity 2.Participative decision making 3.An explicit time period 4.Performance feedback

3. Why MBO’s Fail  Unrealistic expectations about MBO results  Lack of commitment by top management  Failure to allocate reward properly  Cultural incompatibilities

4. Employee Recognition Programs  Types of programs –Personal attention –Expressing interest –Approval –Appreciation for a job well done  Benefits of programs –Fulfills employees’ desire for recognition. –Encourages repetition of desired behaviors. –Enhances group/team cohesiveness and motivation. –Encourages employee suggestions for improving processes and cutting costs.

5. What is Employee Involvement?

6. Examples of Employee Involvement Programs

7. Examples of Employee Involvement Programs (cont’d)

8. How a Typical Quality Circle Operates E X H I B I T 7-4

9. Examples of Employee Involvement Programs (cont’d)

10. Variable Pay Programs

11. Variable Pay Programs (cont’d)

12. Skill-Based Pay Plans Benefits of Skill-based Pay Plans: 1.Provides staffing flexibility. 2.Facilitates communication across the organization. 3.Lessens “protection of territory” behaviors. 4.Meets the needs of employees for advancement (without promotion). 5.Leads to performance improvements. Benefits of Skill-based Pay Plans: 1.Provides staffing flexibility. 2.Facilitates communication across the organization. 3.Lessens “protection of territory” behaviors. 4.Meets the needs of employees for advancement (without promotion). 5.Leads to performance improvements.

13. Skill-Based Pay Plans (cont’d) Drawbacks of Skill-based Pay Plans: 1.Lack of additional learning opportunities that will increase employee pay. 2.Continuing to pay employees for skills that have become obsolete. 3.Paying for skills which are of no immediate use to the organization. 4.Paying for a skill, not for the level of employee performance for the particular skill. Drawbacks of Skill-based Pay Plans: 1.Lack of additional learning opportunities that will increase employee pay. 2.Continuing to pay employees for skills that have become obsolete. 3.Paying for skills which are of no immediate use to the organization. 4.Paying for a skill, not for the level of employee performance for the particular skill.

14. Flexible Benefits  Employees tailor their benefits package to meet their personal needs by picking and choosing from a menu of benefit options.

15. Special Issues in Motivation  Motivating Professionals –Provide challenging projects. –Allow them the autonomy to be productive. –Reward with educational opportunities. –Reward with recognition. –Express interest in what they are doing. –Create alternative career paths.  Motivating Contingent Workers –Provide opportunity for permanent status. –Provide opportunities for training. –Provide equitable pay.

16. Special Issues in Motivation (cont’d)  Motivating the Diversified Workforce –Provide flexible work, leave, and pay schedules. –Provide child and elder care benefits. –Structure working relationships to account for cultural differences and similarities.  Motivating Low-Skilled Service Workers –Recruit widely. –Increase pay and benefits. –Make jobs more appealing.

17. Special Issues in Motivation (cont’d)  Motivating People Doing Highly Repetitive Tasks –Recruit and select employees that fit the job. –Create a pleasant work environment. –Mechanize the most distasteful aspects of the job.