ch 6 applied performance practices
TRANSCRIPT
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Chapter 6
Applied PerformancePractices
Canadian OB 7e: McShane/Steen 1 © 2009 The McGraw-Hill Companies, Inc. All rights reserved
http://highered.mcgraw-hill.com/sites/0070979898/student_view0/chapter6/key_terms.html
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Applied Performance Practices atNucor
Nucor has survived and thrived in the turbulent steel
industry through the benefits of performance-based
rewards, job design, and empowerment.
Courtesy Nucor
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Financial rewards -- fundamental partof employment relationship
Pay has multiple meanings
• symbol of success
• reinforcer and motivator
• reflection of performance
• can reduce anxiety
Men value money more than women
Cultural values influence the meaningand value of money
Financial Reward Practices
© Corel Corp. With permission.
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Types of Rewards in theWorkplace
Membership and seniority
Job status
Competencies
Performance-based
© Corel Corp. With permission.
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Membership/Seniority BasedRewards
Fixed wages, seniority increases
Advantages
• Guaranteed wages may attract job applicants
• Seniority-based rewards reduce turnover
Disadvantages
• Doesn‟t motivate job performance
• Discourages poor performers from leaving• May act as golden handcuffs (tie people to the job)
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Job Status-Based Rewards
Includes job evaluation and status perks
Advantages:
• Job evaluation tries to maintain pay equity
• Motivates competition for promotions
Disadvantages:
• Employees exaggerate duties, hoard resources
• Reinforces status, hierarchy• Inconsistent with workplace flexibility
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Competency-Based Rewards
Pay increases with competencies acquiredand demonstrated
Skill-based pay
• Pay increases with skill modules learned
Advantages
• More flexible work force, better quality,consistent with employability
Disadvantages• Potentially subjective, higher training costs
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Performance Pay at
Spruceland MillworksSpruceland Millworks, an
Alberta-based
remanufacturer of
mouldings, decking, andother niche lumber
products, is a high-
performance workplace
that rewards individual,team, organization-level
performance.“
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Organizationalrewards
• Profit sharing• Share ownership• Share options• Balanced scorecard
Teamrewards
• Bonuses• Gainsharing
Individualrewards
• Bonuses• Commissions• Piece rate
Performance-Based Rewards
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Evaluating OrganizationalRewards
Positive effects• Creates an “ownership culture”
• Adjusts pay with firm's prosperity
• Scorecards align rewards with several specific organizational
outcomes
Concerns with performance pay• Weak connection between individual effort and rewards
• Reward amounts affected by external forces
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Improving RewardEffectiveness
Link rewards to performance
Ensure rewards are relevant
Team rewards for interdependent jobs
Ensure rewards are valued
Watch out for unintendedconsequences
© Corel Corp. With permission.
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Job Design
Assigning tasks to a job, including the
interdependency of those tasks with other
jobs
Organization's goal -- to create jobs that
allow work to be performed efficiently yet
employees are motivated and engaged
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Job Specialization
Dividing work into separate jobs that includea subset of the tasks required to complete theproduct or service
Scientific management
• Frederick Winslow Taylor
• advocates job specialization
• Taylor also emphasized person-job matching,training, goal setting, work incentives
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Advantages Disadvantages
Evaluating Job Specialization
Less time changingactivities
Lower training costs
Job mastered quickly
Better person-jobmatching
Job boredom
Discontentment pay
Higher costs
Lower quality
Lower motivation
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Work
motivationGrowth
satisfaction
Generalsatisfaction
Workeffectiveness
Job Characteristics Model
Feedbackfrom job
Knowledgeof results
Skill variety
Task identityTask significance
Meaningfulness
Autonomy Responsibility
Individualdifferences
CriticalPsychological
States
Core JobCharacteristics Outcomes
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Job Rotation
Moving from one job toanother
Benefits
• Minimizes repetitive straininjury
• Multiskills the workforce
• Potentially reduces jobboredom
Job „A‟
Job „B‟
Job „C‟
Job „D‟
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Job Enlargement
Adding tasks to an existing job
Example: video journalist
Employee 1Operates camera
Employee 2
Operates sound
Employee 3Reports story
Traditional news team
Video journalist
• Operates camera • Operates sound • Reports story
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Job Enrichment
Given more responsibility for scheduling,coordinating, and planning one‟s own work
1. Clustering tasks into natural groups• Stitching highly interdependent tasks into one job
• e.g., video journalist, assembling entire product
2. Establishing client relationships• Directly responsible for specific clients
• Communicate directly with those clients
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Kambuku Empowerment
Pretoria Portland Cementintroduced “Kambuku”, a
companywide initiative that
made the South Africancompany moreperformance-orientedthrough employeeempowerment.
Courtesy Pretoria Portland Cement
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Dimensions of Empowerment
Meaning
Competence
Employees believe their work isimportant
Employees have feelings of self-efficacy
ImpactEmployees feel their actionsinfluence success
Self-determination
Employees feel they havefreedom and discretion
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Supporting Empowerment
Individual factors
• Possess requiredcompetencies, able toperform the work
Job design factors
• Autonomy, task identity,task significance, jobfeedback
Organizational factors
• Resources, learningorientation, trust
Courtesy Pretoria Portland Cement
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Self-Leadership
The process of influencing oneself toestablish the self-direction and self-motivation needed to perform a task
Includes concepts/practices from:
• Goal setting
• Social learning theory
• Sports psychology
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Elements of Self-Leadership
PersonalGoal Setting
ConstructiveThoughtPatterns
DesigningNatural
Rewards
Self-Monitoring
Self-Reinforce-
ment
Personal goal setting• Employees set their own goals
• Apply effective goal setting practices
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PersonalGoal Setting
DesigningNatural
Rewards
Self-Monitoring
Self-Reinforce-
ment
ConstructiveThoughtPatterns
Elements of Self-Leadership
Positive self-talk• Talking to ourselves about thoughts/actions
• Potentially increases self-efficacy
Mental imagery
• Mentally practicing a task• Visualizing successful task completion
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DesigningNatural
Rewards
ConstructiveThoughtPatterns
Self-Monitoring
Self-Reinforce-
ment
PersonalGoal Setting
Elements of Self-Leadership
Finding ways to make the job itself moremotivating
• eg. altering the way the task is accomplished
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ConstructiveThoughtPatterns
DesigningNaturalRewards
Self-Reinforce-ment
PersonalGoal Setting
Self-Monitoring
Elements of Self-Leadership
Keeping track of your progress toward the self-set goal
• Looking for naturally-occurring feedback
• Designing artificial feedback
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Self-Reinforce-ment
ConstructiveThoughtPatterns
DesigningNaturalRewards
Self-Monitoring
PersonalGoal Setting
Elements of Self-Leadership
“Taking” a reinforcer only after completing a
self-set goal
• eg. Watching a movie after writing two more sectionsof a report
• eg. Starting a fun task after completing a task thatyou don‟t like
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Chapter 6
Applied PerformancePractices
31 © 2009 Th M G Hill C i I All i ht d