MOTIVATIONAL TECHNIQUES

(Including Job Satisfaction)

Chapter covers…

Management by Objectives (MBO)- Definition, Elements, Advantages, Limitations, Suggestions

Job Satisfaction- Definition, Factors, Consequences, Theories

Job Enrichment- Definition, Characteristics, Advantages, Limitations

Job Enlargement- Definition, Advantages, Disadvantages, Job Enlargement Vs. Job Enrichment

Job Rotation- Meaning, Advantages, Disadvantages

MANAGEMENT BY OBJECTIVES

“The system of management by objectives can be described as a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individual’s major areas of responsibility in terms of results expected of him and use these measures as guides for operating the unit and assessing the contribution of each of its members.”

- George S. Ordiorne

ELEMENTS IN THE MBO PROCESS

Setting Overall Central Goals

Setting Individual

Goals

Periodic Performance Appraisal & Feedback

Final Appraisal

o Central Goal Settingo Departmental and Individual Goal Settingo Revision of Job Descriptionso Matching Goals and Resource Allocationo Freedom of Implementationo Establishing Check Pointso Appraisal of Performanceo Counseling

ADVANTAGES OF MBO Improved Performance Greater Sense of Identification Maximum Utilization of Human Resources No Role Ambiguity Improved Communication Improved Organizational Structure Device of Organizational Control Career Development of the Employees Result Based Performance Evaluation Stimulating the Motivation of Employees

LIMITATIONS OF MBO Lack of Support of Top Management Resentful Attitude of Subordinates Difficulties in Quantifying the Goals and Objectives Costly and Time Consuming Process Emphasis on Short-term Goals Lack of Adequate Skills and Training Poor Integration Lack of Follow-up Difficulty in Achieving Group Goals Inflexibility Limited Application Long Gestation Period

SUGGESTIONS FOR EFFECTIVE IMPLEMENTATION OF MBO

Top Management Support and Commitment Clear Goal Setting Participative Goal Setting Overall Philosophy of Management Decentralization of Authority Revision and Modification of Goals Orientation and Training of Executives Integration of MBO Programme

JOB SATISFACTION“Job Satisfaction is the amount of

pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If you dislike your job, you will experience job dissatisfaction.”

- Andrew Brin

FACTORS INFLUENCING JOB SATISFACTION

ORGANISATIONAL FACTORS

• Salaries & Wages

• Promotion Changes

• Company Policies

WORK ENVIRONMENTA

L FACTORS

• Supervision

• Work Group

• Working Conditions

WORK ITSELF• Job Scope• Variety• Autonom

y and Freedom

• Role Ambiguity and Role Conflict

• Interesting Work

PERSONAL FACTORS

• Age and Seniority

• Tenure• Personalit

y

CONSEQUENCES OF JOB SATISFACTION

Job Satisfaction and Productivity Job Satisfaction and Employee Turnover Job Satisfaction and Absenteeism Job Satisfaction and Union Activities Job Satisfaction and Safety Other effects of Job Satisfaction

THEORIES OF JOB SATISFACTION

NEED FULFILLMENT THEORY

EQUITY THEORY

TWO FACTOR THEORY

DISCREPANCY THEORY

EQUITY DISCREPANCY THEORY

SOCIAL REFERENCE GROUP THEORY

JOB ENRICHMENT“Job Enrichment is a motivational technique

which emphasizes the need for challenging and interesting work. It suggests that jobs be redesigned so that intrinsic satisfaction is derived from doing the job. In its best applications, it leads to a vertically enhanced job by adding functions from other organizational levels, making it contain more variety and challenge and offer autonomy and pride to the employee.”

- Beatty and Schneider

CHARACTERISTICS OF JOB ENRICHMENT

1. Direct Feedback2. Client Relationships3. New learning4. Scheduling Own Work5. Unique Experience6. Control Over Resources7. Direct Communication Authority8. Personal Accountability

ADVANTAGES OF JOB ENRICHMENT

o Removes frustrations of employeeso Reduces the rate of employee turnover and

absenteeismo Motivates the employeeso Task enforcement is made easy and skills of

workers are increasedo Employee satisfactiono Qualitative and quantitative improvement in

outputo Enhances creativity

LIMITATIONS OF JOB ENRICHMENT

Tendency to refuse challenging works No scope for enrichment in highly skilled

professionals Technology may not permit enrichment of all

the jobs Very costly Employees may not have the caliber though

they prefer to have job enrichment Decreased productivity Enrichment become static after some time It may create negative impact on employees Workers may resist to top managers’ challenges

JOB ENLARGEMENT“Job Enlargement is the process of allowing individual

workers to determine their own pace (within limits), to serve as their own inspectors by giving them responsibility for quality control, to repair their own mistakes, to be responsible for their own machine set-up and repair, and to attain choice of method.”

- Hulin and Blood

ADVANTAGES OF JOB ENLARGEMENT

Variety of tasks Enlarged and meaningful work modules Optimum utilization of abilities Worker paced control Meaningful feedback

DISADVANTAGES OF JOB ENLARGEMENT

Costly affair Productivity falls in the short run Due to the increased workload, employee

unions argue for increased pay Some jobs may tend to be routine and boring

even after enlargement

JOB ENLARGEMENT JOB ENRICHMENT

Involves horizontal loading or expansion of job

Purpose is to reduce monotony in performing certain repetitive jobs by lengthening the cycle of operations

May not call for the acquisition of higher level or new skills on the part of the job holders

Job holder may need more external direction and control in view of enlargement of the scope and responsibilities

Involves vertical loading of functions & responsibilities of employees

Purpose is to make the job more lively, challenging and satisfying.

Requires the development and utilization of higher skills, initiative and innovation on the part of job holders

Employee uses his own capabilities and self direction and control. He needs less of external direction and control

JOB ROTATION Job Rotation is a management approach where

employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It 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.

ADVANTAGES OF JOB ROTATION

Reduces boredom and monotony through diversifying the employees activities

Employees with a wider range of skills give management more flexibility in scheduling work, adapting to changes and filling vacancies

It broadens the range of experience of employees and is an effective training technique

DRAWBACKS OF JOB ROTATION

Disruption of work Increased training costsMay de-motivate intelligent and ambitious

traineesNot everybody possess the technical

knowledge and skills to move from one job to another

No appreciable change in employee satisfaction.

THE END