Employee Motivation by Pr. Jonathan WestoverPresentation Transcript
Strategic Human Capital Leadership Training Series—Session 2 Employee Motivation: Leveraging Employee Capacity to Optimize Workplace Potential
IntroductionJonathan H. Westover, Ph.D. Visiting Fulbright Scholar Belarusian State UniversitySchool of Business and Management of Technology MBA ProgramAssistant Professor of Management, Woodbury School of Business Email: firstname.lastname@example.org; email@example.com About Me: about.me/jonathan.h.westover
What we will CoverThis session will address proven best practices and principles ofemployee motivation with a focus on how to leverage employeecapacity to optimize workplace potential and overall firm success.We will:1. Explain the importance of human capital maximization.2. Define the elements of a job analysis, and discuss their significance in human resource management.3. Identify approaches to designing a job to make it more motivating.4. Explain how dissatisfaction affects employee behavior and firm performance.5. Describe how organizations contribute to employees’ job satisfaction and retaining key employees.
How Are We Doing? –We are confident that:1. Employee turn-over is low, particularly with our best people.2. Morale is high and that our people are happy in their jobs.3. We know the dreams and aspirations of our people and have developed career planning tools to match these desires with opportunities for development.4. We have put in place strategies whereby we will lose fewer of our talented people this year than we did last year.
The Challenge of Utilizing Human Capital• How can I get the right people into the right job?• How can I reduce employee turnover?• How can I improve my performance management process?• How can I create a high- engagement work culture?• How can I best tap the full potential of my employees?
Maximizing Your Human Capital Potential
Importance of Job Analysis• Job analysis is so • Work redesign important to HR • Human resource managers that it has planning been called the building block of all HRM • Selection functions. • Training• Almost every HRM • Performance appraisal program requires some type of information • Career planning determined by job • Job evaluation analysis:
Approaches to Job Design
Designing Jobs That Motivate: The Job Characteristics Model1. Skill variety – the extent to which a job requires a variety of skills to carry out the tasks involved.2. Task identity – the degree to which a job requires completing a “whole” piece of work from beginning to end.3. Task significance – the extent to which the job has an important impact on the lives of other people.4. Autonomy – the degree to which the job allows an individual to make decisions about the way work will be carried out.5. Feedback - the extent to which a person receives clear information about performance effectiveness from the work itself.
Characteristics of a Motivating Job
The Truth about Motivation MasteryAutonomy
Job WithdrawalJob withdrawal – a set of behaviors with which employees try toavoid the work situation physically, mentally, or emotionally.
The Causes of Job Dissatisfaction Personal • Negative affectivity Dispositions • Core self-evaluations • Role ambiguity Tasks and • Role conflict Roles • Role overload Supervisors • Negative behavior by managersand Coworkers • Conflicts between employees Pay and • Pay is an indicator of status in the organization Benefits • Pay and benefits contribute to self-worth
Job SatisfactionJob satisfaction – a pleasant feeling resulting from the perception that one’s jobfulfills or allows for the fulfillment of one’s important job values. The threeimportant components are: (1) Values, (2) Perceptions, and (3) Ideas of what isimportant
Employee Empowerment• Employee Empowerment – Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.• Employee Engagement – Full involvement in one’s work and commitment to one’s job and company. This is associated with higher productivity, better customer service, lower employee turnover
Pike’s Place Fish Market1. Play2. Make Their Day3. Be There4. Choose Your Attitude
QUESTIONS?Jonathan H. Westover, Ph.D. Visiting Fulbright Scholar Belarusian State UniversitySchool of Business and Management of Technology MBA ProgramAssistant Professor of Management, Woodbury School of Business Email: firstname.lastname@example.org; email@example.com About Me: about.me/jonathan.h.westover