MGT4000 - Session 4 (September 12th, 2007)

Hawthorne Effect: productivity rose when workers were being paid attention to
 - Before, workers viewed as cogs in a machine
 - First ideas of "motivation"?

Hygiene/Intrinsic factors (1968ish)
From a Maslow perspective:
 - hygiene = lower needs
 - intrinsic = higher needs (see: Google vs Microsoft battles)

Job enrichment vs job enlargement
 - horizontal (enlargement) vs vertical (enrichment)
 - "responsibility" vs "more work"?
 - Shock absorber manufacturer in Peru (was it Peru?): rotations to break tedium (esp. in QC) and know more about entire process
 - Increased efficiency because of greater viewing angle

Why are strategies not implemented?
 - prior failure - trust issues
 - resistance to change of roles (unions?)
 - not an exact science
 - "long term" - "difficult time" for change
 - but, general strategy shift from prior times? maybe (slow change to match working strategies, with some time lag?)

Quantifying job importance

"Hiring right"
 - Cost efficiency (no need to rehire, retention rates, attrition)
 - Legal compliance
 - Cultural diversity
 - "Deadly traps" ITS A TRAAAAAPPPPP
 - HR in a more strategic, measuring role (more integration?) - easier to do good hiring decisions

Viewing the surrounding environment (sudden crises and such)
 - Flexiblity for change

Sourcing through technology, "boundary-less mindset"
 - Second Life example