MPO Presentation

MPO GROUP
PRESENTATION
By
Hiba & Rajat
Designing a
Motivating Work
Environment
Is the most important motivator at work is PAY?
What are the tools companies can use to ensure a
Motivated Workforce?
Motivating Employees Through Job Design
How to properly design jobs so

that employees are more
productive and more satisfied?
Rotation, Job Job Characteristics Empowerment

Scientific
Enlargement, and Model
Management and
Job Specialization Enrichment
Scientific Management and Job Specialization
A philosophy presented by Frederick Taylor in his 1911 book, Principles of Scientific
Management.
Scientific Management
Involves job design in order to minimize waste and
maximize efficiency.
Job Specialization
Entails breaking down jobs into their simplest components and
assigning them to employees so that each employee will perform a
select number of tasks in a repetitive manner.
Taylorism - the “dark ages” of management

employees’ social motives were ignored
but paved ways for today’s workplace automation,
standardization and assembly line.
Alternatives to Job Specialization
Job Job Job

Rotation Enlargement Enrichment
involves moving refers to expanding the is a job redesign technique that
employees from job to tasks performed by allows workers more control
job at regular intervals employees to add over how they perform their
more variety own tasks. This approach allows
employees to take on more
responsibility
Job Characteristics Model
Proposed by Hackman and Oldham, the model describes
five core job dimensions leading to three critical
psychological states, resulting in work-related outcomes.
Are all five job characteristics
equally valuable for employees?
Hackman and Oldham’s proposed the following formula :
MPS = {(Skill Variety + Task Identity + Task Significance) ÷ 3} × Autonomy × Feedback
Skill Variety Task Identity Task Significance Autonomy
Feedback Motivating Potential

Empowerment
Empowerment may be defined as the removal of conditions that make a person
powerless.
S SMART
M MEASU
RABLE A AGGRESIVE
R REALISTIC
T TIME-BOUND
ENERGIZE
MAKE YOU SMART GIVE

THINK
OUTSIDE THE GOALS DIRECTION
BOX
PROVIDE
CHALLANGE
Performance
Appraisals
FEEDBACK OUTCOME
Feedback is only one reason why This is not surprising in light of
companies perform appraisals motivation theories such as
reinforcement theory, which
indicates that behavior that is
rewarded is repeated
Supervisor
Peers
Who Is the Customers

Rater? Subordinates
360-degree feedback
Effective Appraisal
System
3
characteristics Fair hearing Judgment Adequate
of appraisals based on notice
evidence
Absolute
In Absolute rating the grade you
get depends only on your
Rating Vs. performance with respect to the

objective criteria
Relative Relative rankings may create a culture of performance by making
it clear that low performance is not tolerated; however, there are
Ranking several downsides to rankings.

First, these systems carry the danger of a potential lawsuit.
Second, relative rankings are also not consistent with creating
Appraisals
a team spirit and may create a competitive, cutthroat
environment.
Third, relative systems have limited value in giving employees
concrete feedback about what to do next year to get a better
ranking.
Performance
Incentives
Advantage Disadvantage
higher productivity, profits, incentives may create a risk-averse
and customer service environment that diminishes creativity.
more retention of higher incentives tend to focus employee energy
performing employees to goal-directed efforts, and behaviors
such as helping team members or being a
employees report higher
good citizen of the company may be
levels of pay satisfaction neglected
Frequently used
incentives
1 2 3
Piece Rate Systems Sales Commissions Gain Sharing
Individual Bonuses Award Profit Sharing
Merit Pay Team Bonuses Stock Options
Conclusions
01 02 03
Even though these methods seem

Designing jobs to increase their motivating
We reviewed specific methods to have advantages, every method
potential, empowering employees, setting goals, could have unintended
with which companies attempt to
evaluating performance using performance consequences, and therefore,
motivate their workforce appraisals, and tying employee pay to individual, application of each method should
group, or organizational performance using be planned and executed with an
incentive systems are methods through which eye to organizational fairness
motivation theories are put into action
Question
Time
Resource page
RAJAT'S
Organisational
Behaviour
USELESS
ADVICE
Hiba's Notes
Quote
Success is not the key to a

motivational working environment. A
motivational working environment is
the key to success.
THANK
YOU

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MPO GROUP

How to properly design jobs so

Rotation, Job Job Characteristics Empowerment

Taylorism - the “dark ages” of management

Job Job Job

Skill Variety Task Identity Task Significance Autonomy

Feedback Motivating Potential

MAKE YOU SMART GIVE

Who Is the Customers

Rating Vs. performance with respect to the

Ranking several downsides to rankings.

Even though these methods seem

Success is not the key to a

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