Motivation I: Needs, Job Design and Satisfaction
Motivation I: Needs, Job Design and Satisfaction
Motivation I: Needs, Job Design and Satisfaction
Motivators
No Satisfaction Satisfaction
Jobs that do not Jobs offering
offer achievement achievement,
recognition, recognition,
stimulating work, stimulating work,
responsibility, responsibility,
and advancement. and advancement.
Herzberg’s Motivator-Hygiene Model (cont.)
Hygiene Factors
Dissatisfaction No Dissatisfaction
Jobs with poor Jobs with good
company policies, company policies,
and administration, and administration,
technical supervision technical supervision,
salary, interpersonal salary, interpersonal
relationships with relationships with
supervisors, and supervisors, and
working conditions. working conditions.
The Job Characteristics Model
Moderators
1. Knowledge and skill
2. Growth need strength
3. Context satisfactions
Skills and Best Practices: Applying
the Job Characteristics Model
1. Diagnose the level of employee motivation and
job. satisfaction and consider redesigning jobs
when motivation ranges from low to moderate.
2. Determine whether job redesign is appropriate in a
given context.
3. Redesign jobs by including employees’ input.
Foundation of Intrinsic
Motivation
Intrinsic – positive feelings associated
with doing well on a task or job
Extrinsic – desire to avoid or achieve
some type of consequence for his or
her behavior
Model of intrinsic motivation Fig 6-4
Causes of Job Satisfaction
1. Compensation Effect
2. Segmentation Hypothesis
3. Spillover Model
4. Work-Family Conflict
Exercise – employee surveys (p 147)
Describe the two surveys in the
example
Pros and cons