Question

a. Dan Pink states in the video that there is a “mismatch between what science knows and what business does”. What does he mean by this in the video? Explain in detail.

b. Under what conditions do rewards work? Under what conditions don’t rewards work?

c. Define “Autonomy, Mastery, and Purpose” and explain their importance in job design.

d. What is the ROWE Model and is this something you think you would enjoy as an employee? Would you also like to use this as a manager of others?

Answer 1

a. If science is taken in to consideration it can be said that according to science psychological safety of an individual is of utmost importance and it can only lead to a successful team but in most places it can be seen that employees work in organisation which follow hierarchical structure and has high competition and stringent deadlines.

Furthermore, according to science an individual should be focused while completing a certain work. This can help the employee or any individual to complete any work with utmost efficiency. On the other hand, if a normal office is looked at it can be seen that an individual has to attend lots of phone call, check mails along with their designated work. According to Dan Pink this mismatch exists because during conversation with managers and supervisors, employees tend to smile and show everything is fine but inside most of them is left with full of tragic waste.

b. Conditions under which reward works are as follows.

1. If the employee is satisfied with the job and he/she gets reward for the performance in such condition rewards work.

2. Rewards also work if the organisation wants to retain and employee who is considerably efficient. Rewarding that employee can help the management team to prevent that particular employee from leaving the job.

Condition under which reward does not work is mentioned below.

1. If the grivance among employees or any particular employee is high under such conditions reward may not work for bringing back the satisfaction

c. When people can think independently without being worried about the strict rules at the workplace it is known as Automony. Autonomy in a job design is important because it will increase engagement of employees in the core operation of the organisation and employee ideas can also has a positive impact on the performance of the organisation.

When any individual has a desire to improve themselves it is known as Mastery. Mastery should be integrated in the job design because if employees are motivated to improve themselves then it wil have a positive impact on the employee satisfaction and will also positively impact the employee and organisational performance.

The reason behind any work is considered as purpose. Employees may loose motivation if they fail to find purpose of their job. So, integration of purpose in the job design will help them to understand the reason behind their hardwork. Employees will also get motivated if they find how their contribution is helping the organisation to meet its objectives.

d. ROWE model is an important model which has been integrated in the HR department. The model intends to pay or reward the employees as per their performance in the organisation rather than the time they have worked. This model will be enjoyed by me as an employee.

Yes i would like to use this as a manager. Performance of the employee will enhance the organisational performance. The productivity of employees should be measured and rewarded instead of time they have worked. For example, there are employees who stay in office for a longer period of time in order to complete their work. This means the employee is not efficient enough to complete his/her work in the stipulated time. Thus, such employees must not be rewarded.