Job Design and Motivation

8/3/2019 Job Design and Motivation

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Chapter 6

Motivation and JobDesign

Its about person-job fit


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Copyright 2008 John Wiley & Sons, Inc. 6-3

Figure 6.1


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What are the alternative job

design approaches?

Job design

process through which managers plan andspecify job tasks and the work arrangementsthat allow them to be accomplished


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design approaches?

Scientific management

Sought to improve work efficiency by creatingsmall, repetitive tasks and training workers todo these tasks well


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design approaches?

Job simplification

Standardizes work procedures and employspeople in clearly defined and highly specializedtasks

Intent is to increase efficiency, but it may bedecreased due to the motivational impact of

unappealing jobs


7/34Copyright 2008 John Wiley & Sons, Inc. 6-7


design approaches?

Job enlargement

Increases task variety by combining into onejob two or more tasks that were previouslyassigned to separate workers

Job rotation

Increases task variety by periodically shifting

workers among jobs involving different tasks




design approaches?

Job enrichment

The practice of enhancing job content bybuilding motivating factors such asresponsibility, achievement, recognition, andpersonal growth into the job




design approaches?

Ways to increase job depth Allow workers to plan

Allow workers to control

Maximize job freedom

Increase task difficulty

Help workers become task experts

Provide performance feedback Increase performance accountability

Provide complete units of work




design approaches?

Concerns about job enrichment

Job enrichment can be very costly

Controversy concerning whether pay must beincreased when jobs are enriched


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What are the keys to designing

motivating jobs?

Job characteristics model

provides a data-based approach to creating jobdesigns with good person-job fit that maximizethe potential for motivation and performance




motivating jobs?

Core job characteristics

Skill variety

Degree to which a job requires a variety of differentactivities and involves the use of a number ofdifferent skills and talents of the individual

Task identity

Degree to which the job requires the completion of awhole and identifiable piece of work; one thatinvolves doing a job from beginning to end with avisible outcome




motivating jobs?

Core job characteristics (cont.)

Task significance

Degree to which the job is important and involves a

meaningful contribution to the organization orsociety in general

Autonomy

Degree to which the job gives the employeesubstantial freedom, independence, and discretionin scheduling the work and in determining theprocedures used in carrying it out




motivating jobs?

Core job characteristics (cont.)

Job feedback

Degree to which carrying out the work activities

provides direct and clear information to theemployee regarding how well the job has been done




motivating jobs?

Motivating potential score

MPS indicates the degree to which the job iscapable of motivating people.

A jobs MPS can be raised by enriching the

core characteristics.




motivating jobs?

Critical psychological states

When the core characteristics are highlyenriched, three critical psychological states are

positively influenced

Experienced meaningfulness of work

Experienced responsibility for work outcomes

Knowledge of actual results of work activities




motivating jobs?

Enriched core job characteristics will createpositive psychological states, which in turnwill create positive work outcomes onlywhen:

Employee growth-need strength is high.

The employee has the requisite knowledge and

skill.

Employee context satisfaction exists.


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motivating jobs?

Social information processing theory

Social information in organizations influencesthe way people perceive their jobs and respond

to them


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motivating jobs?

Managerial and global implications ofenriching jobs

Not everyones job should be enriched

Job enrichment can apply to groups

Culture has a substantial impact on jobenrichment


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How are technology

and job design related?

Sociotechnical systems

Reflects the importance of integrating peopleand technology to create high-performance

work systems


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How are technology


Automation

using a machine to do work previouslyaccomplished by a human


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How are technology


Flexible manufacturing systems

Adaptive computer-based technologies andintegrated job designs that are used to shift

work easily and quickly among alternativeproducts.


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How are technology


Process reengineering

the analysis, streamlining, and reconfigurationof actions and tasks required to reach a work

goal


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How are technology


Typical activities of process value analysis

1. Identify the core processes

2. Map the core processes in respect to workflows

3. Evaluate all tasks for the core processes

4. Search for ways to eliminate unnecessary tasks

5. Search for ways to eliminate delays, errors, and

misunderstandings

6. Search for efficiencies in how work is sharedand transferred among people and departments


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What alternative work

arrangements are used today?

Compressed work weeks

Advantages

For workers: added time off

For organizations: lower absenteeism and improvedrecruiting of new employees

Disadvantages

For workers: increased fatigue and familyadjustment problems

For organizations: work scheduling problems,customer complaints, and possible union opposition


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Flexible working hours

Gives individuals a daily choice in the timing oftheir work commitments

Advantages:

For workers: shorter commuting time, more leisuretime, more job satisfaction, and greater sense ofresponsibility

For organizations: less absenteeism, tardiness, andturnover; more commitment; and higherperformance


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Job sharing

One full-time job is assigned to two or morepersons who divide the work according to

agreed-upon hours

Advantages.

For workers: less burnout and higher energy level

For organizations; attracting talented people whowho would otherwise be unable to work


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Telecommuting

Work done at home or in a remote location viause of computers and advanced

communication linkages with a central office orother employment locations

Variants of telecommuting

Flexiplace Hoteling

Virtual office


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Advantages of part-time work

For workers: appeals to people who want tosupplement other jobs or do not want full-time

work

For organizations: lower labor costs, ability tobetter accommodate peaks and valleys of

business cycle, and better management ofretention quality


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Disadvantages of part-time work

For workers: added stress and potentiallydiminished performance if holding two jobs,

failure to qualify for benefits, and lower payrates than full-time counterparts

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Job Design and Motivation