Organisational Rewards

Membershi p and Seniority

Task Performan ce

Competen cy

Job Status

Human Resource Management, 5E

The programme allows employees to win points (at the recommendation of a colleague or a guest). This gives them access to different levels of standing that go hand-in-hand with specific rewards. In addition, employees are strongly encouraged to make suggestions and recommend innovations that may be applied to the group as a whole. Accumulation of points enables an employee to pin a star on his lapel. Still more points gets him into exclusive clubs that can fetch him gift vouchers, cash prizes and holidays in a Taj hotel of his choice. Last year, the winners in the programme were honoured at an Oscars-style ceremony at the Taj, Mumbai. Clips about the winners were screened and the managing director gave away the awards. This served as a huge morale-booster across the group.

Job Characteristics Model

Jobs with skill variety, task identity, task significance, autonomy, and for which feedback of results is given, directly affect three psychological states of employees:
Knowledge of results

Meaningfulness of work
Personal feelings of responsibility for results

Increases in these psychological states result in increased motivation, performance, and job satisfaction.

2005 Prentice Hall Inc. All rights reserved.

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Source: J.R. Hackman and G.R. Oldham, Work Design (excerpted from pp. 7880). 1980

by Addison-Wesley Publishing Co., Inc. Reprinted by permission of Addison-Wesley 2005 Prentice Hall Inc. All rights Longman, Inc.

EXHIBI T 66

reserved.

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Skill Variety The degree to which a job requires a variety of different activities.

Task Identity
The degree to which the job requires completion of a whole and identifiable piece of work.

Task Significance
The degree to which the job has a substantial impact on the lives or work of other people.
2005 Prentice Hall Inc. All rights reserved. 6 6

Autonomy
The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.

2005 Prentice Hall Inc. All rights reserved.

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Feedback
The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.

2005 Prentice Hall Inc. All rights reserved.

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People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work outcome variables rather than influencing them directly.

2005 Prentice Hall Inc. All rights reserved.

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Make employees feel that they are part of a winning team. Engage employees by telling them where the organization is going and everyone--leaders and staff-will make it happen. Make certain that employees understand their roles and how the work they do positively impacts service to customers. Every employee wants to feel at the end of the day that he has made a difference. A paycheck is not enough of a reward. Let employees know that the leaders care about them as people.Employees want leaders who understand their employees have life after work and who understand work/life balance issues. Communicate your respect for employee ideas and suggestions. If employees know that you're listening to them, they will share their innovative ideas. Make sure that your employees feel secure enough to suggest ways to better handle processes and more effective ways to work. Encourage employees to put ideas in writing since a written explanation generally assists in structuring ideas more clearly. Create a collaborative environment that allows for idea acceptance and implementation. Encourage employees to work together in teams to further develop great ideas into full-fledged processes or procedures that may be used in day-to-day operations.

Whenever a policy is ready, it would be put up on the managers' portal and myvoice (an intranet facility) for a week, so that employees can assess the feasibility of the proposed policy and give feedback. The feedback will be collected by a policy council. It will then debates on the inputs and a rough policy draft is applied for six months. All employees can comment during this period and after this probation period ends, a final policy is drafted, including the second level of employee feedback. According to Nandita Gurjar, Group Head (HR) of Infosys, the company has already followed this procedure for some of its policies, including the one on compensatory offs and night shift allowance.