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Motivation in practice Job enrichment Giving employees more challenging and interesting tasks Advantages Can be very motivating for employees when used correctly- refer to Herzberg. But needs managers with theory Y approach of workers. Disadvantages More difficult for managers to supervise workers and there will be some workers who do not like the new working conditions. I.e. they may not be like empowerment and prefer a target driven culture. Job enlargement Giving employees more tasks of a similar level of complexity Advantages May involve job rotation. Less motivating than job enrichment but does remove repetitiveness of job. Easy to introduce and is not as threatening as empowerment. This can therefore provide a simple solution to issues in the short run. Disadvantages Potentially it is not as motivating as enrichment because workers are not been allowed to make the full use of their skills. Empowerment Delegating power to employees so they can make their own decisions Closely related to decentralized decision making Very close links to delegation. Refer to advantages and disadvantages of delegation. Also has close links to democratic management style. Team working Organising production and employees into groups or units. Offers employees an opportunity to meet their social needs and often accompanied by some form of empowerment for the team. Advantages Mayo and Maslow’s social needs imply team working will improve motivation. Often requires job roles to be changed (job enlargement or enrichment) and accompanied by delegation. Disadvantages Workers used to clearly defined individual tasks which are linked to pay may resent working in teams. Can be expensive to reorganise production and incur training costs, team members may not get on- some people work better individually. |