This chapter represents the flip side of chapter five. Whereas chapter five introduced you to a lot of motivation theories and models, this chapter shows you how those theories are used in the workplace. You need to shift from a theoretical to a practical perspective. That’s good news right? In some ways, this chapter is similar to what you might find in a human resources text on compensation.

How many different kinds of financial reward systems are there? In truth, it’s only limited by your imagination. However, all plans (schemes?) operate either at the individual, team or, organizational level and fall into four categories. There is no such thing as a perfect plan. Each type tries to reward employees for different things (objectives), and each plan has its own set of advantages and disadvantages associated with it. Even so-called performance-based rewards (one of the four categories) are fraught with disadvantages, if they aren’t administered properly, or reward the wrong behaviour(s). That’s why there is a section dealing with ways to improve reward effectiveness. Coincidently, these five suggestions are closely linked to the section on expectancy theory in practice, from chapter five. Did you notice that?

The next part of the chapter deals with a rather novel way to increase motivation, without using financial rewards. How about designing interesting jobs that keep employees engaged and interested? That could work (in fact it does). To that end, the job characteristics model is introduced and explained, as are the three job design practices. And, since empowering employees is an important theme in job design, there is a section that discusses the four dimensions of empowerment.

Lastly, motivation is an internal force – this you know. However, employers can do a lot to provide and maintain work environments that encourage employee motivation such as improving the compensation system and the way the jobs are designed. In the end though, motivation rests with the individual. Self-leadership goes hand in hand with self-motivation.