Post on 02-Jan-2016
PERSONNEL MANAGEMENT
- IES MCRC,
Bandra.
Morale Studies & Personnel Research
Lecture 6
Morale Studies & Personnel Research
Motivation & Morale– Its Objectives, Theories Motivational Strategies
Personnel Research Its Types The Researchers Sources of Information & Research Methods Research Needs in Personnel management
Motivation
Includes the processes, that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. Intensity
How hard a person tries… Direction
Towards organization’s goals… Persistence
How long one can maintain their effort…
Morale
Morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose
Most employees crave communication, involvement and autonomy. While a hearty pat on the back always feels good, extra attention and sense of ownership feel even better
Morale & Motivation
Morale is whether the people in the work environment are happy.
Motivation is whether the people in the work environment have enough incentive to do their jobs.
Objectives Of Motivation Motivated employees
are always looking for better ways to do a job. Are more quality oriented. Are more productive.
Motivation affects 3 behavioral HR dimensions : attraction to join and stay with an organization. Dependable performance of tasks assigned. Beyond dependable behavior at work.
To understand why people behave as they do.
To develop employees capable & willing to use new technology to achieve goals.
Theories Of Motivation
Maslow’s Hierarchy of Needs Theory
McGregor’s Theory X and Theory Y
Herzberg’s Two-Factor Theory ‘MOTIVATION – HYGIENE’ Theory
Physiological Includes : hunger, thirst, shelter & other bodily needs
Safety Includes : security & protection from physical & emotional harm
Social Includes : Affection, belongingness, acceptance & friendship
Esteem Includes : Internal esteem factors such as
self-respect, autonomy & achievement and External esteem factors such as
status, recognition, and attention
Self-actualization: To become what one is capable of becoming, Self-fulfillment
Maslow’s Hierarchy of Needs Theory
Maslow’s Hierarchy of Needs Theory
Self -actualization
Esteem
Social
Safety
Physiological
High-Order {Internal}
Needs
Low-Order{External}
Needs
McGregor’s Theory X and Theory Y
THEORY X
– inherently dislike & so avoid work.
– must be threatened with punishment to achieve goals.
– avoid responsibilities & seek formal direction.
– place security above all work factors & display little ambition.
THEORY Y
– View work as natural as rest or play.
– Exercise self-direction & self-control if committed to objectives
– On an average can learn to accept, even seek, responsibility.
– Are able to make innovative decisions irrespective of their positions in the organization.
McGregor held to the belief that ‘Theory Y assumptions were more valid than Theory X’
Employees -
Herzberg’s Two-Factor Theory‘MOTIVATION – HYGIENE’ Theory
MOTIVATION {INTRINSIC} Promotional opportunities Personal growth
opportunities Recognition Responsibility Achievement
HYGIENE {EXTRINSIC} Supervision quality Pay Company Policies Physical working
conditions Relations with others Job security
Herzberg held to the belief that ‘Motivation factors are related to job satisfaction, while
Hygiene factors are associated with dissatisfaction’
Motivational Strategies
Rewards Job Design Empowerment Participative Management Motivation of Problem People Quality of Work Life
Rewards Reduce Turnover but De-motivates achievers
i. Membership & Seniority-basedii. Job Status-based
Reward skills but may result in pay disparityi. Competency-basedii. Performance-based
Organizational Rewards : Profit Sharing (shares the profit), Stock options (buy company shares)
Team Rewards : Gain sharing, Special bonuses (team cuts cost & pays bonus),
Individual Rewards: Piece rate (Pay is linked to units produced) Commission (Pay is linked to actual sales) Merit pay, bonus (Individual’s performance in the form of a
bonus)
Job Design
It integrates
Work content (tasks, functions, relationships), The rewards (extrinsic & intrinsic) and The qualifications required (skills, knowledge,
abilities)
For each job in a way that meets the needs of the employees & the organizations.
1.Specification of Individual
tasks
3.The Combination
of tasks into specific jobs to be assigned
to individuals
2.Specification of the method of performing
Each task
Process of Job Design
Job Engineering FOCUSES ON
Tasks to be performed Methods to be used Workflows among employees Workplace layout Performance standards People & machines interdependency
Socio - technical Systems Relation between People & tools / machines system
Job Design Options
Job Design Options
Job Rotation Involves the movement of an employee from one job to
another Relieves the employee from boredom & monotony Improves employee skills
Job Enrichment
Job Enlargement
DIMENSION JOB ENRICHMENT JOB ENLARGEMENT
Definition Increasing control of the job-holder & thus making the job interesting
Enlarging the job scope by combining various activities into one job.
Expansion Vertical expansion Horizontal expansion
Autonomy More Less
Position Higher Level position of employee
Lower Level position of employee
Creativity Higher Little or none
Superior’s Role
Reduced Not reduced
Quantity Same More
Quality More Same
Empowerment
1. Identifying conditionsOf powerlessness
2. Implement empowermentStrategies & techniques
3. Remove conditions ofPowerlessness & provideSelf-efficacy information
4. Feeling of empowermentgenerated
5. Empowerment results in performance
Participative Management - INTRODUCTION The two major aspects of any enterprise are: ownership
and control. These were treated as inseparable and almost as one,
during the early stages of industrial development, but are now two distinct entities.
Ownership-Shareholders of the company, are the owners and they do not exercise or have any control over processes of management or day to day decisions of the company.
Control – Managers who control and manage, but their interests lie in ownership.
Thus in these circumstances, the workers should participate in management and control or decision making processes.
Participative Management - DEFINITION
Workers’ participation in management is a mechanism where workers have a say in the decision-making process of an enterprise.
According to Davis, ”It is a mental and emotional involvement of a person in a group situation which encourages him to contribute to goals and share responsibilities in them.”
Objectives vary among countries due to differences in
political, social and economic context
INDIA
Security of employment
Better wages
Bonus
OTHERS
Prevention of exploitation of workers ( Germany)
Sharing of financial and other information (Germany)
Overcome human Alienation (Yugoslavia)
Forms of Workers’ Participation
Collective Bargaining Work Committees Joint Management Councils Joint Councils Shop Councils Unit Councils Board Representation Workers Ownership of Enterprise
Motivation of Problem People
Involves understanding of 4 principles Everyone has motivational energy. The energy is often blocked in the workplace. Removing blockage of energy requires people’s
participation. Beyond a certain point, there is no need to show
mercy to problem people.
Quality of Work Life
Adequate & Fair compensation. Safety & healthy working conditions. Security & growth opportunity. Work autonomy, nature of supervision. Respect for the individuals’ personal rights. Work and family life, like transfers, schedule
of hours of work.
Personnel Research
Its Types The Researchers Sources of Information Research Methods Research Needs in Personnel Management
Types of Personnel Research
Basic or exploratory Is concerned with
discovery of knowledge for its own sake.
Highly theoretical
Operational or applied Is directed towards the
solution of a particular business problem
Solution is immediate, observable & tangible
The Researchers
Colleges & Universities Governmental Agencies Private Research Organizations Company Personnel Departments The Line Manager
Sources of information &Research Methods
Sources of Information Periodicals and magazines
Research methods Controlled experiments Surveys Historical studies Case studies Simulations
Research Needs in Personnel Management
Procurement Interviews with higher
reliabilities Development
Valid measures of performance levels of employees
Compensation Determining impact of
money on employee motivation to work
Integration Reducing employee
alienation Maintenance
Establishing the role of counseling within a private organization
Separation Development of out-
placement programs
Pick the most appropriate one
1. Types of Personnel Research
a) Basic or exploratory
b) Operational or applied
c) Both the above
2. A theory of Motivation
a) Controlled experiments
b) Surveys
c) McGregor’s Theory X and Theory Y
Match the term with its definition
1. Motivation
2. Job Design
3. Worker’s Participation
A. It is a mechanism where workers have a say in the decision-making process of an enterprise.
B. It includes the processes, that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
C. It integrates Work content (tasks, functions, relationships), The rewards (extrinsic & intrinsic) and The qualifications required (skills, knowledge, abilities) for each job in a way that meets the needs of the employees & the organizations.
Activity
Form four groups.
Develop your viewpoints & debate for/ against Money as a motivator Empowerment as a motivator
Cite relevant examples wherever necessary
Thank You