Robbins, Judge, and Vohra

Organizational Behavior
15th Edition

Motivation:
Motivation: From
From
Concepts
Concepts to
to Applications
Applications
Kelli J. Schutte
William Jewell College
Copyright 2014 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Organizational
Behavior, 15e

8-1

CASE-STUDY
CASE-STUDY

Is a 100 year old hospital set up by Dr S.P Shroff in 1926 at Daryagunj , Delhi

Dr S.P Shroff was a fellow of the Royal College of

Surgeons of Edinburgh , UK .

1927 opening of Dr Shroffs Charity Eye Hospital

was done by Lady Irwin

He started his career as an Opthalmic Surgeon in Delhi

, in a single room in the Dharamshala of Lala Laxmi Narain , at Fatehpuri .

1st hospital of its kind in Northern India , Equipped with the best instruments & facilities available at that times

Tradition
Traditionwas
wascarried
carriedforward
forwardby
byhis
his

SON- Dr Minoo Shroff

GRANDSONS
LEFT :- DR CYRUS SHROFF
RIGHT :- DR NOSHIR SHROFF

GREAT GRANDSON ( 4TH GENERATION- DR DARAIUS SHROFF

 The Hospital Is Able To Treat 50 % Of The Patients For Free By Cross Subsiding From The Other 50 % Full Paying
Patients .
The Hospital Provides World- Class Eye Care , Ranging From The Most Basic Ailments To The Most Advanced Ones .
Ophthalmologists Working At The Hospital Are Extremely Motivated And Work With Great Dedication Attrition Rate
Among Doctors , Nurses And Paramedic Staff Is Virtually Nill .
The average tenure is 10 years or more
The doctors are aware of their market value still they choose to stay at Dr Shroff Charity Hospital
The hospital is also recognized Centre for the training it provides to the MD students it features in list of top students
wanting to do their MD .
Reasons :1. Doctors are empowered to take decisions
2. They are encouraged to grow , invest time into their research , attend academic conferences and present their work
.
3. Doctors feel that they are recognized and honored in the fraternity of ophthalmologists .

8-4

The
The Job
Job Characteristics
Characteristics Model
Model
Five Core Job Dimensions
1. Skill Variety: degree to which the job incorporates a
number of different skills and talents
2. Task Identity: degree to which the job requires the
completion of a whole and identifiable piece of work

3. Task Significance: how the job impacts the lives of

others
4. Autonomy: identifies how much freedom and
independence the worker has over the job
5. Feedback: how much the job generates direct and clear
information about the workers performance

8-5

Job
Job Characteristics
Characteristics Model
Model

How
How Can
Can Jobs
Jobs be
be Redesigned?
Redesigned?

8-7

Strengths
Strengths of
of Job
Job Rotation
Rotation

8-8

Job
Job Enrichment
Enrichment Possible
Possible Actions
Actions

Guidelines
Guidelines for
for Enriching
Enriching aa Job
Job

Source: J.R. Hackman and J.L. Suttle, eds., Improving Life at Work (Glenview, IL: Scott Foresman, 1977), p. 138.

7-10

Alternative
Alternative Work
Work Arrangements
Arrangements
Flextime
Flextime allows employees to choose the hours they work
within a defined period of time.

Job Sharing
Job sharing allows two or more individuals to split a
traditional 40-hour-a-week job. Alternative to layoff due to
overstaffing at times

Telecommuting
Telecommuting allows workers to work from home at least 2
days a week on a computer linked to the employers office.
Closely related to virtual office

Some
Some data
data on
on Telecommuting
Telecommuting
In US from 1999 to 2005
- 25% increase in self-employed home-based workers
- 35% of organizations allowed employees to
telecommute at least part of the time
- 21 % telecommute full time
A 2012 survey , conducted by Global Research
Company IPSOS for Reutes News claimed that 56%
of people telecommute regularly in India .
- Internet connections increasing
- Commuting becoming physical drain
Typical Telecommuting Jobs
Professional and other knowledge-related tasks
Routine information-handling tasks
Mobile activities

8-12

Social
Social and
and Physical
Physical Context
Context of
of Work
Work
Social Context
Some social characteristics that improve job performance include:
Interdependence
Social support
Interactions with other people outside of work

Physical Context
The work context will also affect employee satisfaction
Work that is hot, loud, and dangerous is less satisfying
Work that is controlled, relatively quiet, and safe
will be more satisfying

Example :- Municipal School Teacher vs High End AC School Teacher

Employee
Employee Involvement
Involvement
Employee involvement is a participative process
that uses employees input to increase their
commitment to the organizations success.

8-14

Employee
Employee Involvement
Involvement

By increasing worker autonomy and control over work

lives (involvement), organizations:

Increase employee motivation

Gain greater organizational commitment
Experience greater worker productivity
Observe higher levels of job satisfaction

Types
Types of
of Employee
Employee Involvement
Involvement
Programs
Programs
Participative Management
Subordinates share a significant degree of decision-making
power with their immediate superiors

Representative Participation
Works councils
Groups of nominated or elected employees who must be
consulted for any personnel decisions

Board representative
An employee sits on a companys board of directors and
represents the interests of the firms employees

Quality Circle
A work group of employees who meet regularly to discuss
their quality problems, investigate causes, recommend
solutions, and take corrective actions

Using
Using Rewards
Rewards to
to Motivate
Motivate
Employees
Employees
Although pay is not the primary factor driving job
satisfaction, it is a motivator.
Establish a pay structure
Variable-pay programs

8-17

Establishing
Establishing aa Pay
Pay Structure
Structure

8-18

How
How to
to Pay
Pay

Variable-Pay Programs

Piece-Rate Pay
Merit-Based Pay
Bonuses
Skill-Based Pay
Profit-Sharing Plans
Gainsharing
Employee Stock Ownership Plans

8-19

Types
Types of
of Variable-Pay
Variable-Pay Programs
Programs
Piece-Rate Pay
Pays a fixed sum of money for each unit of production
completed. For example: Workers selling peanuts and soda
get Rs.10 for each bag of peanuts sold.

Merit-Based Pay
Pays for individual performance based on performance
appraisal results. If appraisals are designed correctly,
workers performing at a high level will get more pay.

Bonuses
Pay a lump sum at the end of a designated period of time
based on individual and/or organizational performance.
8-20

More
More Types
Types of
of Variable-Pay
Variable-Pay
Programs
Programs
Skill-Based Pay
Pays based on the number of skills employees have or the
number of jobs they can do.

Profit-Sharing Plans
Pays out a portion of the organizations profitability. It is an
organization-wide program and is based on a predetermined
formula.

Gainsharing
Pays for improvements in group productivity from one
period to another. It is a group incentive plan.

Employee Stock Ownership Plans (ESOP)

Provides each employee with the opportunity to acquire
stock as part of their benefit package.
8-21

Makemytrip
Makemytrip Awards
Awards
Ideathons , CustoMORE , HallaBol Awards These
awards are announced at the employees desk and a big
celebration is organized for the employee .
It is a coveted award and includes a cash package .

8-22

Flexible
Flexible Benefits
Benefits
Flexible benefits give individual rewards by allowing
each employee to choose the compensation package
that best satisfies his or her current needs and
situations.

8-23

Employee
Employee Recognition
Recognition Programs
Programs
Employee rewards need to be intrinsic and extrinsic.
Employee recognition programs are a good method
of intrinsic rewards.
The rewards can range from a simple thank-you to more
widely publicized formal programs.
Advantages of recognition programs are that they are
inexpensive and effective.
Some critics say they can be politically
motivated and if they are perceived to be
applied unfairly, they can cause more harm
than good.

8-24

Global
Global Implications
Implications
Job Characteristics and Job Enrichment
Studies do not yield consistent results about applicability to other
cultures

Telecommuting
Most common in the United States

Variable Pay
Most believe variable pay systems work best in individualistic
cultures such as the United States.
Fairness is an important factor

Flexible Benefits
Popular in all cultures

Employee Involvement
Differ among countries
8-25