美国研究生课程工作激励制度工作设计.pptxVIP

Job DesignFebruary 18, 2014AnnouncementsTest on ThursdayBring a pencil, your IDBe on time!60 multiple choice itemsPaper is due March 6thReading for next week: Cropanzano et al 2007Historical ContextJob Characteristics Theory emerged from the Human Relations movementThis means we were coming from Scientific Management:Rewards and punishmentEfficiency OrientedThen Herzberg came along!Critical incident technique: Asked what events made people feel very satisfied or very dissatisfiedSeparate factors make one feel satisfied and dissatisfiedBack to Herzberg…Herzberg’s Theory argues that jobs must feature a number of characteristics that permit them to arouse and then satisfy growth needs.When jobs are changed to build higher levels of his motivators, positive consequences can occur for the individual and organizationHerzberg’s Hygiene-Motivation TheorySuggested that only motivator factors can motivate work performance. Is this true?Most replications of study have been unsuccessfulValue of this study: One of first to focus on job content as motivatorsProviding basic needs is not enough to motivate Activation Arousal TheoryActivation: the degree of excitement of the brain steam reticular formationYou want to design jobs that are sources of activation to the people who perform themWhat properties cause activation?IntensityVariationVarietyComplexityUncertaintyMeaningfulnessNoveltyActivation Arousal TheoryPerformanceActivationMore activation is not necessarily betterIndividual Differences in Arousal PreferenceThree main differencesTime of DayThroughout the dayAdaptationJob Characteristics TheoryHackman and Oldham (1980)Employees will feel intrinsic motivation when a job…Makes the individual feel personally responsible for the outcomes of the jobGives the employee a sense of meaningGives the employee feedback in regards to knowledge of resultsCore Job Dimensions ? Critical Psychological States ? OutcomesJob Characteristics TheoryCore Job Dimensions Critical Psychological State