Chapter 6 - Applied motivation practices. Chapter learning objectives: Explain how money and other financial rewards affect our needs and emotions, discuss the advantages and disadvantages of the four types of rewards, identify four commonly applied team or organisational-level performance-based rewards, describe five ways to improve reward effectiveness, discuss the advantages and disadvantages of job specialisation, diagram the job characteristics model of job design. | Applied motivation practices Chapter learning objectives Explain how money and other financial rewards affect our needs and emotions. Discuss the advantages and disadvantages of the four types of rewards. Identify four commonly applied team or organisational-level performance-based rewards. Describe five ways to improve reward effectiveness. Discuss the advantages and disadvantages of job specialisation. Diagram the job characteristics model of job design. Identify three strategies to enrich jobs. Describe the five elements of self-leadership. Explain how mental imagery improves employee motivation. Rewarding employees at IKEA IKEA held a special bonus in which the Scandinavian home furnishings company pledged an entire day’s sales revenue to employees. The day doubled previous sales records and awarded each employee $2400. © Steve Lunam/Sun-Herald (Sydney) Money and employee needs affects several needs, not just existence needs Money and attitudes money ethic not evil, . | Applied motivation practices Chapter learning objectives Explain how money and other financial rewards affect our needs and emotions. Discuss the advantages and disadvantages of the four types of rewards. Identify four commonly applied team or organisational-level performance-based rewards. Describe five ways to improve reward effectiveness. Discuss the advantages and disadvantages of job specialisation. Diagram the job characteristics model of job design. Identify three strategies to enrich jobs. Describe the five elements of self-leadership. Explain how mental imagery improves employee motivation. Rewarding employees at IKEA IKEA held a special bonus in which the Scandinavian home furnishings company pledged an entire day’s sales revenue to employees. The day doubled previous sales records and awarded each employee $2400. © Steve Lunam/Sun-Herald (Sydney) Money and employee needs affects several needs, not just existence needs Money and attitudes money ethic not evil, represents success, should be budgeted carefully Money and self-identity influences our self-perceptions evidence that men identify with money more than women The meaning of money © Corel Corp Membership and seniority Job status Competencies Performance Types of workplace rewards © Corel Corp Membership/seniority-based rewards Fixed wages, seniority increases Advantages guaranteed wages may attract job applicants seniority-based rewards reduce turnover Disadvantages don’t motivate job performance discourage poor performers from leaving may act as golden handcuffs Job status-based rewards Include job evaluation and status perks Advantages job evaluation tries to maintain pay equity motivate competition for promotions Disadvantages employees exaggerate duties, hoard resources create psychological distance across hierarchy inconsistent with flatter organisations Competency-based rewards Pay increases with competencies acquired or demonstrated Skill-based pay pay increases with
