1 / 12

Job design

Job design. What is job design and why is it important? What are the approaches used in designing jobs?. Job design. What is a job? What is job design? Job design approaches Scientific management approaches. Psychological approaches. Scientific management approach .

jon
Download Presentation

Job design

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Job design • What is job design and why is it important? • What are the approaches used in designing jobs?

  2. Job design • What is a job? • What is job design? • Job design approaches • Scientific management approaches. • Psychological approaches.

  3. Scientific management approach • A.K.A. as industrial engineering. • Focus on efficiency. • Job simplification is one method.

  4. Psychological approach • Motivation results from work that provides intrinsic rewards. • These rewards satisfy higher-order needs of esteem and growth. • The job characteristics model follows the psychological approach to work redesign (see Exhibit 14.8). • Core job dimensions • Critical psychological states/outcomes • Employee growth-need strength.

  5. Core job dimensions • Examine job traits to determine job’s motivational potential. • Skill variety • Task identity • Task significance • Autonomy • Feedback

  6. Skill variety • Number of different skills and talents required. • Job rotation is one method.

  7. Task identity • Degree to which an employee performs a total job with a recognizable beginning and end. • Job enlargement is one method.

  8. Task significance • Degree to which the job is perceived as important and having impact on the company or consumers. • Job enlargement can also increase task significance.

  9. Autonomy • Degree to which the worker has freedom, discretion, and self-determination in planning and carrying out tasks. • One method that attempts to increase job autonomy is job enrichment.

  10. Feedback • The extent to which the job provides information back to the employee about his/ her performance. • When job design itself cannot provide direct feedback, need to obtain feedback from supervisors or peers.

  11. Critical psychological states/outcomes • Intrinsic rewards from job traits • Skill variety, task identity, and task significance-> experienced meaningfulness of work. • Autonomy -> experienced responsibility. • Feedback -> knowledge of work results. • The psychological states leads to personal and work outcomes

  12. Employee growth-need strength • Moderating factor: people have different needs for growth and development.

More Related