Job Enrichment is a motivational strategy that emphasizes

motivating the worker through the job itself.

Characteristics of what affects motivation and performance

• 1. Skill Variety-job demands different skills

• 2. Task Identity-degree which job requires doing a task with a visible outcome from beginning to end

• 3. Task Significance-which job has a substantial Impact on the lives or work of others

• 4. Autonomy-degree of freedom independence and discretion in scheduling work and procedures

• 5. Feedback-clear info that is received about the job performance

Two Forms of Job Enrichment

• Job Enlargement- strategy involving combining a series of tasks to make more challenging

• Job Rotation-strategy involving moving employee from one job to another

Management By ObjectivesHow to Establish Objectives and Gain Employee Commitment -system of goal

setting and implementation that involves a cycle of discussion review and

evaluation where everyone gets involved

• Managers and employees setting goals together

• Each dept. establishes certain objectives

• Together discussing objectives and committing to them in writing

• Two way communication and show praise

• Feedback along with corrections if needed

• When goals are achieved reward employees

Key elements in Expectancy Theory

• 1. Can I accomplish the task?

• 2. If I do accomplish it, what is my reward?

• 3. Is the reward worth the effort?

Nadler and Lawler’s Modification of Vroom’s Theory

• Determine what rewards are valued by employees• Determine each employee’s desired performance

standard • Ensure that performance standards are attainable• Guarantee rewards tied to performance• Be certain that rewards are considered adequate

Key principles of Equity Theory

• Underrewarded

• 1. Reduce effort

• 2. Rationalize that it is not important

• Overrewarded

• Increase their effort to justify higher reward in the future.

• Rationalize by saying “I am worth it!”