Job Design and Motivation - 2782 Words

There have been sufficient changes regarding job design over the past decades, including the rising popularity of new practices such as employee involvement (Maxwell, Richard Sandra 2008). With new induction of theories, an analysis to illustrate the similarities and differences was made between the content and process theories; chosen theories being the two-factor theory and equity theory respectively. Implications of integrating various theories like the Job Characteristics Model (JCM) by Herzberg and Oldham (1980) and the four major approaches to job design will be discussed, focusing on how they influence motivation in practice. 1.0: Content and Process Theories Content theories focus more on the intrinsic factors that affect†¦show more content†¦Both theories recognize that rewards drive an individual. The two theories also neglected the factor of individual characters. In a comparison of extroverts and introverts, Gray in 1975 (cited in Furnham, Eracleous Premuzic 2009) postulated that the former react more positively with rewards, and that the latter are more motivated to avoid punishment. Findings from studies (Gray 1975; Gupta 1976; Furnham 1997; Furnham et al. 1999, cited in Furnham, Eracleous Premuzic 2009) support this theory that personality factors have measurable influence on work motivation. Research by Schmitt et al in 2003 (cited in Latham Pinder 2005) also shows that personality traits influence an individual’s job satisfaction and performance. 2.1: The Differences In terms of differences, the two-factor theory presented a set of distinct factors that when experienced, will drive a person (the possibility of promotion or opportunities for personal growth are some examples listed by Herzberg) but equity theory concerns with the perception of an individual, which in the process of comparison, evoke a psychological state that acts as a factor of motivation. Although both theories agree that rewards are motivators, Herzberg and Adams place different levels of emphasis on the impacts that extrinsic and intrinsic rewardsShow MoreRelatedJob Design and Employees Motivation2028 Words   |  9 Pagestelephone or intranet / internet access. For example, TCS has a HR help desk where employees can call in with any HR-related questions. Currently operational in about three to four locations, TCS plans to expand this unique facility to all its centres. Jobs are out, careers are in. And HR is assuming the responsibility for plotting the career paths and growth of the employees. Most software engineers have a three-point agenda: globetrotting, annual promotions and acquiring millionaire status. This isRead MoreJob Design and Employees Motivation2019 Words   |  9 Pagestelephone or intranet / internet access. For example, TCS has a HR help desk where employees can call in with any HR-related questions. Currently operational in about three to four locations, TCS plans to expand this unique facility to all its centres. Jobs are out, careers are in. And HR is assuming the responsibility for plotting the career paths and growth of the employees. Most software engineers have a three-point agenda: globetrotting, annual promotions and acquiring millionaire status. This isRead MoreMotivation And Job Design Is A Keen Part Of Nehemiah1105 Words   |  5 PagesMotivation and Job design is a keen part of Nehemiah. Throughout the book, there are different styles of motivation and job design. This is seen while building the wall, as well as, motivating those to continue working. In Nehemiah 1, we read that the walls of Jerusalem have been destroyed. This gave Nehemiah incentives and goals go rebuild Gods city. This is driven by motivation because Nehemiah is currently feeling that his needs, motives, drives, frustration, arousal and emotion are affected (McKennaRead MoreThe Theories Of Motivation, The Managerial Skills, And Job Design951 Words   |  4 PagesMotivation can be defined in numerous ways. Is it a person’s internal drive, or an applied external force that compels people to strive towards a particular goal or achievement? 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The issues that arise from these changes can be addressed by applying the principles of job and work redesign in relation to the goals of the departmentRead MoreHealth Information Systems : Job Redesign Essay908 Words   |  4 PagesIntroduction Elizabeth Layman wrote a case study on the topic of HIS (Health Information Systems) job redesign. The study urged managers to evaluate and redesign, if needed, the jobs of health care professionals. Layman points out that these jobs have gradually changed over time. Extra tasks have been added on to the duties of current employees and many are now over-worked. For example, the conversion of paper to electronic health records created 29 new roles for employees (Layman, 2011). NotRead MoreTeam Work and Motivation1259 Words   |  6 PagesTeamwork and Motivation Motivation is the internal and external factors that stimulate desire and energy in a person to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Business Dictionary, 2013). The main priority of an organization should be its people. They are the ones who help maintain the mission and the vision of the organization as well as keeping the business flowing. This paper will provide a design of an organization motivation plan, identify