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A. Job Enrichment
This refers to making a job more motivational and satisfying by adding variety,
responsibility, and managerial decision making. It gives workers a sense of ownership,
responsibility, and accountability for their work.
Core Job
Critical Psychological States Personal and Work Outcomes
Characteristics
Task
High growth satisfaction
Significance
The job characteristic model combines the five characteristics into a single index
that reflects the overall potential of a job to trigger high internal work motivation called the
Motivational Potential Score (MPS), the index is computed as follows:
Skill Task Task
MPS = Variety + Identity + Significance x Autonomy x Feedback
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E. Job Crafting
This refers to the physical and mental changes workers make in the task or
relationship aspects of their job. The following are the most common type:
Direct observation
Measure %
use Time sampling
baseline frequency
Archival data
of response Time
Historical Data
Industry
Consider organizational context Structure
Develop Intervention Size
Process
Techonology
Positive reinforcement
use Financiall
Apply intervention Nonfinancial
Social
Combination
No
Behavior
modified?
Yes
Continuous
use
Maintain the Schedules of Intermittent
modification reinforcement Ratio
Interval
Evaluate
for perfmance improvement
Motivational Methods and Programs | 4
III. Motivation Through Recognition and Pride
A. Recognition as a Motivator
Recognition is a strong motivator because it is normal human need to crave
recognition. An outstanding advantage of using recognition, including praise, as a
motivator is that a person can give it with little or no cost, yet it can still be powerful. The
following are several more points to consider better understanding and implementing
reward and recognition programs:
1. Feedback is an essential part of recognition.
2. Praise is one of the most powerful forms of recognition.
3. Reward and recognition programs should be linked to organizational
goals.
4. Employee input into what type of rewards and recognition are valued is
useful.
5. It is important to evaluate the effectiveness of the reward and recognition
program.
B. Pride as a Motivator
Wanting to feel proud motivates many workers even if pride is not exactly a
psychological need. Being proud of what you accomplish is more of an intrinsic motivator
than an extrinsic motivator.
C. Gainsharing
A formal program of allowing employees to participate financially in the productivity
gains they achieved. This is based on principles of positive reinforcement and the
motivational impact of money.