Date post: | 02-Jan-2016 |
Category: |
Documents |
Upload: | francis-owens |
View: | 220 times |
Download: | 0 times |
6-1
BUS7000 Organizational Behavior &Theory
Week 4
Dr Jenne Meyer
1
6-2
Article Analysis
2
6-3
Videos for week 3 content
Emotional Intelligence: http://www.mhhe.com/business/management/videos/POM_V2/Flashvideo/EmotionsinCheck.html
3
Chapter 6
Applied Performance Practices
McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
6-5
Meaning of Money in the Workplace
Money means different things to people• symbol of success• reinforcer and motivator• reflection of performance• Source of less/more anxiety
Differences in meaning of money by gender and culture
Money is an important motivator
6-6
Membership/Seniority Based Rewards
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)
6-7
Job Status-Based Rewards
Includes job evaluation and status perks
Advantages:• Job evaluation tries to maintain fairness• Motivates competition for promotions
Disadvantages:• Employees exaggerate duties, hoard resources• Reinforces status• Encourage hierarchy, might undermine cost-
efficiency and responsiveness
6-8
Competency-Based Rewards
Pay increases with competencies acquired and 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
6-9
Organizational Rewards
Types of organizational rewards• Organizational bonuses (e.g. company trips)• Employee stock ownership plans (ESOPS)• Stock options• Profit-sharing plans
Evaluating organizational rewards• Creates an “ownership culture”• Adjusts pay with firm's prosperity• Weak link between individual effort and rewards• Rewards affected by external forces
6-10
Improving Reward Effectiveness
Link rewards to performance Ensure rewards are relevant Team rewards for interdependent jobs Ensure rewards are valued Watch out for unintended consequences
6-11
Unintended Consequences of Rewards at TransSantiago
Transit bus drivers in Santiago, Chile were paid by the number of passengers • Motivated starting work on time,
shorter breaks, efficient driving, ensuring passengers paid fares
Unintended consequences• Traffic accidents -- reckless driving to
next stop, cut off competing buses• Passenger injuries/deaths – doors
left open, buses departed before all on board
• Drove past stops with only one passenger waiting
6-12
Job Design
Assigning tasks to a job, including the interdependency of those tasks with other jobs
Organization's goal -- to create jobs that can be performed efficiently yet employees are motivated and engaged
6-13
Job Specialization
Dividing work into separate jobs, each with a subset of tasks required to complete the product/service
Scientific management• Frederick Winslow Taylor• Champion of job specialization• Taylor also emphasized person-job matching, training, goal
setting, work incentives
6-14
Evaluating Job Specialization
Less time changing activities
Lower training costs Job mastered quickly Better person-job
matching
Job boredom Discontentment pay Higher costs Lower quality Lower motivation
Advantages Disadvantages
6-15
Job Characteristics Model
Workmotivation
Growthsatisfaction
Generalsatisfaction
Workeffectiveness
Feedbackfrom job
Knowledgeof results
Skill varietyTask identity
Task significanceMeaningfulness
Autonomy Responsibility
Individualdifferences
CriticalPsychological
States
Core JobCharacteristics Outcomes
6-16
Improving Task Significance Through Voice of the Customer
Rolls Royce Engine Services
improved task significance
through their “Voice of the
Customer” program, in which
customers talk to production staff
about how the quality of their
engine maintenance work is
important to customers.
6-17
Videos for debate
http://highered.mcgraw-hill.com/sites/0078112648/instructor_view0/asset_gallery.htm
Performance commitment• Stop slacking: http://
www.mhhe.com/business/management/videos/NBC/Flash/NBC_are_we_wrkng_hard_enough.html
• Working smart: http://www.mhhe.com/business/management/videos/BW/Flash/BW_Working_Smart.html
• Keep the best employees: http://www.mhhe.com/business/management/videos/Noe/sas.html
6-18
Job Rotation
Moving from one job to another
Benefits1. Minimizes repetitive strain
injury
2. Multiskills the workforce
3. Potentially reduces job boredom
Job ‘A’
Job ‘B’
Job ‘C’
Job ‘D’
6-19
Job Enlargement
Adding tasks to an existing job
Example: video journalist
Employee 1Operates camera
Employee 2Operates sound
Employee 3Reports story
Traditional news team
Video journalist
• Operates camera• Operates sound• Reports story
6-20
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
6-21
Dimensions of Empowerment
Meaning
Competence
Employees believe their work is important
Employees have feelings of self-efficacy
ImpactEmployees feel their actions influence success
Self-determination
Employees feel they have freedom and discretion
6-22
Supporting Empowerment
Individual factors• Possess required competencies, able to perform
the work
Job design factors• Autonomy, task identity, task significance, job
feedback
Organizational factors• Resources, learning orientation, trust
6-23
Self-Leadership
The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task
Includes concepts/practices from goal setting, social cognitive theory, and sports psychology
Self-leadership at Bayer CropScience
6-23
6-24
Elements of Self-Leadership
Personal goal setting
Employees set their own goals
Apply effective goal setting practices
PersonalGoal Setting
ConstructiveThoughtPatterns
DesigningNatural
Rewards
Self-Monitoring
Self-Reinforce-
ment
6-25
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
6-26
DesigningNatural
Rewards
ConstructiveThoughtPatterns
Self-Monitoring
Self-Reinforce-
ment
PersonalGoal Setting
Elements of Self-Leadership
Finding ways to make the job itself more motivating• e.g. altering the way the task is accomplished
6-27
ConstructiveThoughtPatterns
DesigningNatural
Rewards
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
6-28
Self-Reinforce-
ment
ConstructiveThoughtPatterns
DesigningNatural
Rewards
Self-Monitoring
PersonalGoal Setting
Elements of Self-Leadership
“Taking” a reinforcer only after completing a self-set goal• e.g. Watching a movie after writing two more sections of a report• e.g. Starting a fun task after completing a task that you don’t like
6-29
Self-Leadership Contingencies
Individual factors• Higher levels of conscientiousness and
extroversion• Positive self-evaluation (self-esteem, self-efficacy,
internal locus)
Organizational factors• Job autonomy• Participative and trustworthy leadership• Measurement-oriented culture
Chapter 6
TeamDynamics
McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
8
6-31
What are Teams?
What are teams? Why do teams exist?
6-32
What are Teams?
Groups of two or more people Exist to fulfill a purpose Interdependent -- interact and influence each other Mutually accountable for achieving common goals Perceive themselves as a social entity
6-33
Many Types of Teams
• Departmental teams
• Production/service/ leadership teams
• Self-directed teams
• Advisory teams
• Task force (project) teams
• Skunkworks
• Virtual teams
• Communities of practice
6-34
Videos for review
http://www.mhhe.com/business/management/videos/NBC/Flash/NBC_airline_workers_learn_NASCAR.html
http://www.mhhe.com/business/management/videos/POM_V2/Flashvideo/PowertoChange.html
McShane/Von Glinow OB 6e© 2013 The McGraw-Hill Companies, Inc. All rights
reserved34
6-35
Informal Groups
Groups that exist primarily for the benefit of their members
Reasons why informal groups exist:1. Innate drive to bond
2. Social identity -- we define ourselves by group memberships
3. Goal accomplishment
4. Emotional support
6-36
Advantages/Disadvantages of Teams
Advantages1. Make better decisions, products/services
2. Better information sharing
3. Increase employee motivation/engagement- Fulfills drive to bond- Accountable to team members, who monitor performance- Team members are benchmarks of comparison
Disadvantages1. Individuals better/faster on some tasks
2. Process losses
3. Social loafing
6-37
How to Minimize Social Loafing
Make individual performance more visible• Form smaller teams• Specialize tasks• Measure individual performance
Increase employee motivation• Increase job enrichment• Select motivated employees
6-38
Team Effectiveness Model
• Task characteristics
• Team size
• Team composition
Team Design
• Accomplish tasks
• Satisfy member needs
• Maintain team survival
TeamEffectiveness
• Team development
• Team norms
• Team cohesiveness
• Team trust
Team Processes
•Rewards
•Communication
•Org structure
•Org leadership
•Physical space
Organizational and Team Environment
6-39
PSA Peugeot Citroën’s Team Space
PSA Peugeot Citroen, Europe’s
second largest automaker, set
up an “obeya room” (shown
here) to speed up team decision
making. The room, which is
plastered with charts and notes
on key issues, creates a unique
team environment that
encourages face-to-face
interaction to quickly resolve
those issues.
6-40
Organization/Team Environment
Reward systems
Communication systems
Organizational structure
Organizational leadership
Physical space
6-41
Team’s Task Characteristics
Teams are better at tasks that:• are sufficiently complex (require teamwork)• can be divided into more specialized roles
requiring frequent coordination • are well-structured (easier to coordinate)
Teams preferred with higher task interdependence• Extent that employees need to share materials,
information, or expertise to perform their jobs.
6-42
Levels of Task Interdependence
Sequential
Pooled
Reciprocal
Resource
A B C
A B C
A
B C
High
Low
6-43
Team Size
Smaller teams are better because:• need less time to coordinate roles and resolve
differences• require less time to develop• more member involvement, thus higher
commitment
But team must be large enough to accomplish task
6-44
Team Composition
Effective team members must be willing and able to work on the team
Effective team members possess specific competencies(5 C’s in diagram)
Coordinating•Align work with others
•Keep team on track
Communicating•Share information freely, efficiently, respectfully
•Listen actively
ConflictResolving
•Diagnose conflict sources
•Use best conflict-handling strategy
Comforting•Show empathy•Provide psych comfort
•Build confidence
Team Member Competencies
6-45
Team Composition: Diversity
Team members have diverse knowledge, skills, perspectives, values, etc.
Advantages• view problems/alternatives from different perspectives • broader knowledge base• better representation of team’s constituents
Disadvantages• take longer to become a high-performing team• more susceptible to “faultlines” • increased risk of dysfunctional conflict
6-46
Existing teams might regress back to an earlier stage of development
Forming
Storming
Norming
Performing
Adjourning
Stages of Team Development
6-47
Team Development asMembership and Competence
Two central processes in team development
1. Team membership formation • Transition from “them” to “us”• Team becomes part of person’s social identity
2. Team competence development• Forming routines with others• Forming shared mental models
6-48
Team Roles
A set of behaviors that people are expected to perform
Some formally assigned; others informally
Informal role assignment occurs during team development and is related to personal characteristics
6-49
Team Building
Formal activities intended to improve the team’s development and functioning
Types of team building• Clarify team’s performance goals• Improve team’s problem-solving
skills• Improve role definitions• Improve relations
6-50
Team Norms
Informal rules and shared expectations team establishes to regulate member behaviors
Norms develop through:• Initial team experiences • Critical events in team’s history • Experience/values members bring to the team
6-51
Preventing/Changing Dysfunctional Team Norms
State desired norms when forming teams
Select members with preferred values
Discuss counter-productive norms
Introduce team-based rewards that counter dysfunctional norms
Disband teams with dysfunctional norms
6-52
Team Cohesion
• The degree of attraction people feel toward the team and their motivation to remain members
• Both cognitive and emotional process
• Related to the team member’s social identity
6-53
Teamsize
Memberinteraction
• Smaller teams tend to be more cohesive
• Regular interaction increases cohesion• Calls for tasks with high interdependence
Membersimilarity
• Similarity-attraction effect• Some forms of diversity have less effect
Influences on Team Cohesion
Teamsuccess
External challenges
• Successful teams fulfill member needs• Success increases social identity with team
• Challenges increase cohesion when not overwhelming
Somewhat difficult entry
• Team eliteness increases cohesion• But lower cohesion with severe initiation
6-54
Team Cohesion Outcomes
1. Motivated to remain members
2. Willing to share information
3. Better social support
4. Resolve conflict effectively
5. Better interpersonal relationships
6. Better performance But only if norms are aligned with org goals Also, effect of performance on cohesion might be
stronger than vice versa
6-55
Trust in Teams
Positive expectations one person has of another person in situations involving risk
Three levels of trust
Swift trust• New team members tend to have moderate or
higher trust in co-workers• Trust is fragile in new relationships – based on
assumptions, not experience – so easily broken
6-56
Self-Directed Teams at Whole Foods Markets
Whole Foods Markets organizes employees around self-directed teams, responsible for a particular store area. These teams have considerable autonomy to operate their store section.
8-56
6-57
Self-Directed Teams Defined
Cross-functional groups organized around work processes, that complete an entire piece of work requiring several interdependent tasks, and that have substantial autonomy over the execution of those tasks.
8-57
6-58
Self-Directed Team Success Factors
Responsible for entire work process
High interdependence within the team
Low interdependence with other teams
Autonomy to organize and coordinate work
Work site and technology support team communication/coordination
6-59
Virtual Teams
Teams whose members operate across space, time, and organizational boundaries and are linked through information technologies to achieve organizational tasks
• Increasingly possible because of:- Information technologies- Knowledge-based work
• Increasingly necessary because of:- Organizational learning- Globalization
6-60
Virtual Team Success Factors
Member characteristics• Communication technology skills• Self-leadership skills• Emotional intelligence
Flexible use of communication technologies
Fairly high task structure
Opportunities to meet face-to-face
6-61
Team Decision Making Constraints
Time constraints• Time to organize/coordinate• Production blocking
Evaluation apprehension• Belief that others are silently evaluating you
Peer pressure to conform• Suppressing opinions that oppose team norms
Groupthink• Tendency in highly cohesive teams to value consensus
at the price of decision quality• Concept losing favor – study specific elements
6-62
General Guidelines forTeam Decisions
1. Team norms should encourage critical thinking
2. Sufficient team diversity
3. Ensure neither leader nor any member dominates
4. Maintain optimal team size
5. Introduce effective team structures
6-63
Constructive Conflict
People focus their discussion on the issue while maintaining respectfulness for others having different points of view.
Problem: constructive conflict easily slides into personal attacks
6-64
Week 4 wrap up
Questions? Assignments for next week