Significant problems matching employee needs with

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significant problems matching employee needs with organizational needs. When job design approached fell to satisfy lower level needs, employees can’t be expected to experience upper-level need satisfaction (intrinsic rewards) through enriched jobs; which was the result of the new process. Also, I think it is fair to say, the group bonus plan was an incentive for the painters to meet the performance expectations due to the perceived equity of the outcome in what the job holder considers a fair reward. However, job performance is an intricate variable that depends on the interplay of many factors. (Ivancevich and Konopaske, 2014, p. 147) Finding a motivational system that worked for the painters seemed impossible; but using the reinforcement theory of motivation can assist managers with achieving
2 overall organizational goals because it impacts behavior and performance. Rewards are one way of to motivate employees to achieve high levels of performance and they can be distributed intrinsic or extrinsic; they both have value. The painters had a six month time frame to learn and meet the set production standard; they received a learning bonus as part of an extrinsic reward since the operation was new. However, once that learning bonus expired or the extrinsic reward ceased; the painters were unable to meet the set demands and lacked a sense of satisfaction because intrinsic rewards including

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