Job Enrichment is a motivational
strategy that emphasizes
motivating the worker through
the job itself.
Characteristics of what affects
motivation and performance
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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 Objectives
How 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!”