Individual Performance

1. Individual Performance • Job performance:quantity and quality of tasks accomplished by an individual or group at work • Effective managers design jobs that help people achieve both satisfaction and high performance • Individual performance equation: Performance begins with ability, requires support and involves effort (P = A x S x E) Charlie Chaplin on Assembly Linehttp://www.youtube.com/watch?v=ZEuFcg79-q0

2. Job Design Alternatives Pg. 393

3. Job Design Alternatives • Job = a collection of tasks performed in support of organizational objectives • JobDesign • creating/ defining jobs by assigning specific work tasks • jobs should be designed so they result in high job satisfaction & performance

4. Job Design Alternatives • a good job provides a good fit between the individual worker & task requirements. • High specialization  Job simplification • Moderate specialization  Job rotation & enlargement • Low specialization  Job Enrichment

5. Job Design Job Design Graphic Organizer

6. Job Design Job Simplification • Involves standardizing work procedures and employing people in well-defined and highly specialized tasks. • Simplified jobs are narrow in job scope (# & variety of task) and low in job depth. • Automation • Total mechanization of a job. • Most extreme form of job simplification.

7. Job Design Job Simplification Advantages Disadvantages Low satisfaction Increased tardiness Increased absenteeism Worker boredom High error rate Low productivity Workers: • easier & quicker to train • less difficult to supervise • easier to replace • Become good at their work while performing the same tasks over & over

8. Job Design Job Rotation & Job Enlargement • Both expand job scope • Job Rotation • Increases task variety by periodically shifting workers among jobs involving different task assignments. • Job enlargement • Increases task variety by combining two or more tasks previously assigned to separate workers. • Horizontalloading: pulling pre-work and/or later work stages into job

9. Enrichment vs. Enlargement

10. Job Design Job Enrichment • Building more opportunities for satisfaction into a job by expanding its content. • Expands both job scope and job depth. • Frequently accomplished through verticalloading (pulling down responsibilities from above or automating routine task)

11. Job Design Job Enrichment– Core Characteristics Model • Hackman & Oldham • Offers a way for managers to create jobs that best fit the needs of people & organizations by focusing on four distinct variables: • Core Job Characteristics • Critical Psychological States • Job Outcomes • Moderator Variables

12. Client-Consultant Activity • 5 mins: In pairs, you will be given a situation where there is a problem with an employee’s job satisfaction resulting in unwanted consequences (absent from work, wanting to quit, low performance) • Use your imagination or use your work experiences about how that situation affects job satisfaction • 15 mins: Pair up with another pair • the clients = express their situation to their consultant • the consultant = offers alternative suggestions for how their client might be able to become more satisfied at work as well as suggestions for the manager in this situation • Reverse roles!

13. Job Design Characteristics of an Enriched Job

14. Job Design Job Enrichment: Core Job Characteristics • Skill variety: Degree to which job requires different activities and skills • Task identity: Degree to which job is an identifiable piece of work with a beginning, an end, and a visible outcome • Task significance: Degree to which the job impacts others in the organization or external environment • Autonomy: Degree to which the job gives the individual freedom and independence to carry it out • Feedback: Degree to which the individual carrying out the job receives direct and clear information on their performance

15. Job Design Job Enrichment – Critical Psychological States • Critical psychological statesof the individual that influence job satisfaction & performance • Experienced meaningfulness of work. • Experienced responsibilities for work outcomes. • Knowledge of actual results of work activities.

16. Job Design Job Enrichment: Job Outcomes • High internal work motivation. • High growth satisfaction. • High general job satisfaction. • High work effectiveness.

17. Job Design Ways of Improving Core Job Characteristics • Form natural units of work (tasks are clear & meaningful ) • Combine tasks • Establish client relationships • Open feedback channels (receive performance feedback) • Practice vertical loading (more control over work)

18. Job Design Technology & Job Enrichment • Job design should proceed with the goal of increasing productivity through integrating socio-technical systems (Job design that uses technology to best advantage while still treating people with respect, and allowing their human talents to be applied to the fullest potential) NOT through • Robotics: use of computer controlled machines to completely automate work tasks

19. Job Design Homework • Pg. W-71 The “Best” Job Design • Read pg. 393 - 397 • Learning Check pg. 396 • Learning Check pg. 399