The document discusses motivation in the workplace. It describes the Job Characteristics Model, which outlines five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) that influence an employee's motivation. These characteristics impact three critical psychological states (experienced meaningfulness of work, experienced responsibility for outcomes, and knowledge of results), which then influence work motivation and job satisfaction. The document also discusses ways to motivate employees, such as job rotation, expanding job responsibilities, career planning, and setting goals using the SMART framework.

1. Motivation in Practice

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Table of Contents
– Possible Forms of Job Rotation
– Individual and Organizational Perspectives of
Career Planning
– Steps
– A SMART Objective Is One That Is

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Job Characteristics Model
– the extent to which the job requires a variety of
activities;
– the extent to which the job requires completion of
a whole and identifiable piece of work;
– the extent to which a job has a substantial effect
on the work of other employees;

4. Job Characteristics Model (con.)
– the extent to which the job provides substantial
independence and freedom in determining and
performing tasks;
– the degree to which carrying out the job results
in receiving direct and clear information about
the progress and effectiveness of the
performance
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HCore Job
Characteristics
Critical
Psychological
State
Core Job
Characteristics
Skill Variety
Task Identity
Task Significance
Task Identity
Feedback
Experienced
Meaningful of
Work
Experienced
Responsibility for
Work Outcome
Knowledge of the
Results
High Internal Work
Motivation
High Growth Job
Satisfaction
High General Job
Satisfaction
High Work
Effectiveness
Low Absenteeism
Rate
Employee’s growth
needs strength

6. Job Characteristics Model (con.)
meaningfulness of the work × responsibility × regulation
Skill variety, task identity, task significance autonomy feedback
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7. Job Characteristics Model (con.)
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must be considered

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9. Development and motivation in
practice
– assigning new job when it is no longer challenging.
– Expanding job horizontally; increasing the variety of
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tasks.
– Expanding job vertically; increasing authority and
giving more responsibility; allowing to perform a
complete task.
– Providing a clear plan of employees’ future career.

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Possible forms of job rotation
– where the employees their
while various special .
– based on an allocation of time where an employee
at their for (like
mornings) and during the they
to another department or project.
people units in
order to explore a wider range of experiences.

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Management by objectives
participative process of goal setting.
and
.
Overall
Objective
Divisional
Objective
Departmental
Objective
Individual
Objective

13. Management by objectives (con.)
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– Specificity
– Participative decision making
– Explicit time period
– Performance feedback

14. Management by objectives (con.)
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pecific easurable
ime
Framed
chievable
elevant

15. Management by objectives (con.)
– the goal and methods are clearly defined.
– Is there a description of a precise or specific behavior / outcome
which is linked to a rate, number, percentage or frequency?
– the objectives are measured numerically
– Is there a reliable system in place to measure progress towards
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the achievement of the objective?
– humanly possible, and the project has all the required resources
– With a reasonable amount of effort and application can the
objective be achieved?
– Can the people with whom the objective is set make an impact
on the situation?
– set deadlines
– Is there a finish and/or a start date clearly stated or defined?

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A Motivated Person