Chapter8_Presentation.pptx
- 1. Moazzam Ali Rana 70121086 Saba Tauqir Khan 70120734
- 2. Employee motivation is the enthusiasm, energy level, commitment, and amount of creativity that an employee brings to the organization on a daily basis.
- 4. Motivation • Job Design • The way the elements in a job are organized • Job design suggests that the way it influence employee effort, and the job characteristics model, discussed next, can serve as a framework to identify opportunities for changes to those elements • Job Characteristics model • A model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.
- 5. JOB CHARACTERSTICS MODEL • Job Characteristics model • A model that proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. • Skill Variety • Task Identity • Task Significance • Autonomy • Feedback • It effects three psychological states of employee • Knowledge of results • Meaningfulness of work • Personal feelings of responsibility for results
- 8. Job Redesign The process of rearranging tasks and responsibilities to better align roles with the changing environment inside and outside the organization • Job Rotation • The periodic shifting of an employee from one task to another • Relation Job design • Constructing jobs so employees see the positive difference they can make in the lives of others directly through their work
- 10. Alternate Work Arrangements • Flexible Time • Flexible working arrangement. • Job Sharing • An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job • Telecommuting • Working from home at least 2 days a week on a computer that is linked to the employer’s office
- 12. Employee Involvement and Participation • EIP • A participative process that uses the input of employees to increase employee commitment to organizational success - Participative Management • A process in which subordinates share a significant degree of decision-making power with their immediate superiors - Representative Participation • A system in which workers participate in organizational decision making • through a small group of representative employees.
- 14. Rewards • What to Pay – Establishing a Pay Structure • Internal Equity • The worth of the job to the organization • External Equity • The competitiveness of an organization’s pay relative to pay in its industry • How to Pay- Rewarding individual employees through Variable- pay programs • Variable Pay Program • A pay plan that bases a portion of an employee’s pay on some individual and/or organizational measure of performance
- 15. Rewards • Piece-Rate pay • A pay plan in which workers are paid a fixed sum for each unit of production completed • Merit Based Pay • A pay plan based on performance appraisal ratings • Bonuses • A pay plan that rewards employees for recent performance rather than historical performance. • Profit-sharing Plan • An organization wide program that distributes compensation based on some established formula designed around a company’s profitability • Employee Stock Ownership Plan (ESOP) • A company-established benefits plan in which employees acquire stock, often at below-market prices, as part of their benefits
- 17. Benefits • Flexible benefits • Developing a benefits package • A benefits plan that allows each employee to put together a benefits package individually tailored to his or her own needs and situation. • Allows staff to benefit from the perks that suit them and their family best.
- 19. Intrinsic Reward System • Employee Recognition Program • A plan to encourage specific employee behaviors by formally appreciating specific employee contributions