Performance Pay at Hugo Boss Hugo Boss Industries (HBI) attributes relies on a balanced scorecard that captures diverse performance measures across the Swiss company’s various product groups. “The scorecard serves a very important purpose in focussing attention on the things that are being measured and where we are trying to go,” explains Werner Lackas, HBI’s head of operations.
Job Design • Assigning tasks to a job, including the interdependency of those tasks with other jobs • Organization's goal -- to create jobs that allow work to be performed efficiently yet employees are motivated and engaged
Job Specialization • Dividing work into separate jobs that include a subset of the tasks required to complete the product or service • Scientific management – advocates job specialization – also emphasized person-job matching, training, goal setting, work incentives
Job Enrichment Given more responsibility for scheduling, coordinating, and planning one’s own work 1. Clustering tasks into natural groups – Stitching highly interdependent tasks into one job – e.g., video journalist, assembling entire product
2. Establishing client relationships – Directly responsible for specific clients – Communicate directly with those clients
Kambuku Empowerment Pretoria Portland Cement introduced “Kambuku”, a companywide initiative that made the South African company more performance-oriented through employee empowerment. Courtesy Pretoria Portland Cement
Self-Leadership • The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task • Includes concepts/practices from: – Goal setting – Social learning theory – Sports psychology