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MGCR 222 (39)
Chapter 6

Chapter 6 - Work Motivation in Practices

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McGill University
Management Core
MGCR 222
Yongheng Yao

Chapter 6: Work Motivation in Practices Does Money Really Motivate?  Yes, if: o Satisfies needs o Highly desirable o Linked to Performance o Do not ignore intrinsic motivation Pay for performance – Individual Plan  Production jobs o Wage incentive plan – Various systems that link pay to performance on production jobs o Piece rate systems – A pay system in which individual workers are paid at a certain sum of money for each unit of production completed.  White Collar jobs (often offer few objective performance criteria to which pay can be tied) o Merit pay plans – Systems that attempt to link pay to performance on white collar-jobs Pay secrecy – not knowing how much other is paid Restriction on Productivity: Artificial limitation of work output that can occur under wage incentive plans. -- Hypothetical Productivity Distributions Pay for Performance – Using pay to motivate teamwork -- Team Based  Profit sharing – The return of some company profit to employees in the form of a cash bonus or a retirement supplement  Employee stock ownership plan (ESOPS) – Incentive plans that allow employees to own a set amount of a company’s share and provide employees with a stake in the company’s future earnings and success.  Gain sharing - A group pay incentive plan based on productivity or performance improvements over which the workforce has some control.  Skill-based pay: A system in which employees are paid according to the number of job skills they have acquired. Alternative Work Arrangements  Flextime: An alternative work schedule in which arrival and departure times are flexible  Compressed workweek – An alternative work schedule in which employees work fewer than the normal five days a week but still put in a normal number of hours per week  Job and Work Sharing o Job Sharing: An alternative work schedule in which two part-time employees divide the work of a full-time job o Work Sharing – Reducing the number of hours employees work to avoid layoffs when there is a reduction in normal business activity  Telecommuting - A system by which employees are able to work at home but stay in touch with their offices through the use of communications technology, such as computer network, voice mail, and electronic messages Mostly Needs Theories is the best theory. Job scope – The breadth and depth of a job Breadth – The number of different activities performed on a job. Depth – The degree of discretion or control a worker has over how work ta
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