WageWatch Ibrief Blog


Archive for February, 2019



With changing demographics and a more competitive job market, human resources are more challenged than ever before to hire, engage, maintain, and keep employees happy and motivated.  Workers want more choice and flexibility in how they approach tasks, for example, more opportunities to work collaboratively.  They look for more opportunities to change duties, for exploration, to learn, and to advance in their career in a less linear way.  It is not only desirable but essential for businesses to have motivated employees.  Today many human resource professionals are looking at how to design jobs, work environments, and cultures that motivate employees.

Job specialization is the earliest approach to job design.   Job specialization is efficient but leads to boredom and monotony.  Early alternatives to job specialization include job rotation, job enlargement, and job enrichment.

Job rotation involves moving employees from job-to-job at regular intervals.  When employees periodically move to different jobs, the monotonous aspects of job specialization can be relieved.

Job enlargement consists of making a job larger in scope by combining additional task activities into each job through expansion.

Job enrichment is concerned with designing jobs that include a greater variety of work content, require a higher level of knowledge and skill, give the worker more autonomy and responsibility, and provide an opportunity for personal growth.

Research shows that there are five job components that increase the motivating potential of a job:  skill variety, task identity, task significance, autonomy, and feedback.

  • Skills
    • People will be more motivated if they are using a variety of skills in their positions, rather than one thing repeatedly.
  • Tasks
    • Employees are motivated to complete tasks if they identify with them and have seen them through from start to finish.
    • When employees feel that their work is significant to their organization, they are motivated to do well.
  • Autonomy
    • Employees like to be able to make decisions and have flexibility in their roles. Most employees will have lowered motivation if they feel they have no freedom or are being micromanaged.
  • Feedback
    • Employees need feedback (both positive and negative) in order to stay motivated.

Quality of life in a total job and work environment is also an important part of a positive and motivating experience for employees.  The elements included in ‘quality of life’ include:  open communication, an equitable reward system, employees’ job security and satisfaction, participative management, and development of employee skill, etc.  Since a significant amount of one’s life is spent at work, jobs need to provide satisfaction for sustained interest.  Jobs provide employees not only a living but also help in achieving other goals such as economic, social, political, and cultural.

The concept of empowerment extends the idea of autonomy.  The idea behind empowerment is that employees have the ability to make decisions and perform their jobs effectively.  Instead of dictating roles, companies create an environment where employees thrive, feel motivated, and have the discretion to make decisions about the content and context of their jobs.  Empowerment is a contemporary way of motivating employees through job design.

A growing body of research on the relational structures of jobs suggests that interpersonal relationships play a key role in making the work experience important and meaningful to employees.  Interpersonal relationships can often enhance employees’ motivations, opportunities, and resources at work.

Though employees need to have some intrinsic motivation (internal motivation) to complete the tasks assigned to them in their roles, they also need to be motivated by their employers.  By designing jobs that encompass all of the core characteristics, you can help increase employee motivation, in turn improving performance.

WageWatch offers accurate, up-to-date benefit survey data, market compensation data and salary reports that will allow you to stay current with the times. This information is highly beneficial in creating the best salary, incentive, and benefits packages that meet or rival the industry standards. The PeerMark™ Wage Survey is the only Web-based custom survey tool that allows individual survey participants to select their competitive set for comparison purposes.  Our experienced compensation consultants can assist with your organization’s compensation needs.  We can help you ensure internal equity and compliance with regulations as well as help you structure your compensation programs to support your company’s business strategy and objectives.   For more information on our services, including consulting, salary survey data, benefit survey data, and market compensation reports, please call WageWatch at 888-330-9243 or contact us online.

Posted in Uncategorized on February 13th, 2019 · Comments Off on MOTIVATING EMPLOYEES BY JOB DESIGN



The value of biometric data is that it is impervious to abuse and falsification; it enables HR Professionals to accurately monitor employee attendance and ensure buildings are accessed only by authorized personnel.  It is easy to operate and reduces administrative time.
Biometric Data

Biometric data includes measurable human biological or behavioral characteristics that can be used for identification.  It includes fingerprints, voiceprint, retina or iris scans, and scans of hands or face geometry.  In the work environment, a common example includes the use of employee fingerprints to access facilities or clock in and out through timekeeping systems.  Buddy punching is a common wage theft problem when coworkers clock in for an employee who is not at work.  The American Payroll Association estimates that 75% of all businesses lose money due to buddy punching.
Healthcare has incorporated the use of biometric data.  In some hospitals, physicians access electronic health data via a finger or iris scanning biometrics security system.  Biometrics technology can be used for patient registration and identification to ensure that medical records are properly associated with each patient.  This technology can be especially helpful to identify a child and link to the appropriate medical record, especially when a child is not able to communicate.
The use of biometric data is becoming more common and laws are continuing to develop to provide more guidance to employers about proper ways to collect, store, and use the data.  Illinois was the first state to develop legislation by passing the Biometrics Information Privacy Act (BIPA).  The Act seeks to protect individual privacy and requires employers to adopt policies regarding biometric data collection and retention, obtain consent before collecting biometric data, and take steps to securely store and protect from disclosure any biometric information that is collected.  It is only in limited circumstances that an employer is able to disclose biometric information; an employer may not sell, lease, trade, or profit from any individual’s biometric information.  Recently (1/25/19), the Supreme Court of Illinois decided that private entities can be held liable for monetary damages for technical violations of BIPA.  Numerous entities (including hotels and hospitals) have been sued for technical violations with damages awarded to each technical violation.  The penalties of BIPA can range from $1,000 to $5,000 per violation and include attorney fees.
Since 2008 when Illinois passed BIPA, both Washington and Texas passed similar laws, however, BIPA remains the only law that allows private individuals to file a lawsuit for damages stemming from a violation.  Other states considering laws on biometric data include New York, Montana, Idaho, California, Alaska, Connecticut, New Hampshire, and Massachusetts.
In order to ensure that your company is compliant, it is important to review any applicable state and federal laws related to handling employee biometric information.  Obligations extend beyond employee information and include the handling of client or third-party biometric information.  These steps are important even if your state has not passed laws that affect the organization’s use of biometric data.
WageWatch offers accurate, up-to-date benefit surveys, salary surveys and pay practices data that will allow you to stay current with the times.  This information is highly beneficial in creating the best salary and benefits packages that meet or rival the industry standards.  For more information on our services, please call WageWatch at 888-330-9243 or contact us online.