Organizational Psychology Presentation

Organizational Psychology Presentation - Productivity An...

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Unformatted text preview: Productivity An Analysis of Workplace Productivity Motivational Programs and Methods • Many Employees Are Not Motivated to Help Accomplish Company Goals • 70% of Employees in the United States are Disengaged from Company Interests (Gallup study) • The Longer Employees stay the more Disengaged They Become • This is why Motivational Programs are Important Tools Financial Incentives • Pay-For-Performance system rewards employees for superior performance • Upon review by supervisor superior performance results in increase in pay (doesn’t alter base pay rate) • Should be based on more than achieving financial goals but also on areas such as absenteeism, being a good team player, customer relations, creativity, client-satisfaction, etc. • System sends message about the importance placed on good performance, encourages employees to exceed the bare minimum needed to succeed and discourages mediocrity • Problems can arise due to difficulty of fair and objective evaluation system, dissent among employees, lack of actual attachment or interest in project itself • Pay shown in some studies to be moderately linked to quantity of work completed but had little or no correlation with quality Financial Incentive (Continued) – Employee Stock Ownership and Stock Options – Rewarding success by granting employees stock in the company and options gives them personal stake in the company’s economic prosperity and encourages them to participate in the financial success of the firm. – Gainsharing – Company wide formal plan that provides employees either directly or indirectly with payment in addition to their regular pay based on the company’s profit. In many organizations employees can submit ideas about what to do with that money, giving them personal interest in the success of the company as well control over how that money is utilized. Job Enrichment • Motivational technique aimed at making employee’s jobs more satisfying • Inclusion of variety, personal responsibility, managerial decision making • Employees will work harder at tasks they find enjoyable and rewarding, • Particularly effective with professional-level workers at the beginning of their career (seen as a vehicle for professional growth) • Not easily implemented on a large scale, specific to each individual and each position 9 Characteristics of an Enriched Position (Frederick Herzberg) 1. Direct Feedback 2. Client Relationships 3. New Learning 4. Control Over Method 5. Control Over Scheduling 6. Unique Experience 7. Control Over Resources 8. Direct Communication Authority 9. Personal Accountability Empowerment • Sharing power among group members • Control over different aspects of assigned tasks • Leads to greater commitment and motivation because power is intrinsically motivating • Not appropriate for all employees • Some employees have little or no interest in empowerment because they don’t want the responsibility • Most appropriate for employees with a strong desire for growth Job Characteristic Model...
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This note was uploaded on 04/27/2008 for the course PSYC 320 taught by Professor Rideout during the Spring '08 term at Ursinus.

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Organizational Psychology Presentation - Productivity An...

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