Transcript Chapter 12 Nelson & Quick

Chapter 6
Jobs & the Design of Work
Job Compared to Work
Job - a set of specified work and task activities that
engage an individual in an organization
Work – mental or physical activity that has
productive results
Meaning of Work - the way a person interprets and
understands the value of work as part of life
A - value comes from
personal
affect &
C - profit
accrues to identity
others by
work
performance
D - physical
activity
directed by
others and
performed
in a
E - generally
workplace
unpleasant
physically &
mentally
strenuous
F - activity constrained
activity
to specific time periods;
no positive affect through
its performance
performance;
accountability
is important
Six
Patterns
of Work
B - provides
Scientific
Management
Job
Characteristics
Theory
Traditional
Approaches to
Job Design
Job
Enrichment
Job Enlargement/
Job Rotation
Scientific
Management
Emphasizes work simplification
(standardization and the narrow,
explicit specification of task
activities for workers)
+ Allows diverse groups
to work together
+ Leads to production
efficiency and higher
profits
- Undervalues the human
capacity for thought and
ingenuity
Job Enlargement - a method of job design that
increases the number of activities in a job to
overcome the boredom of overspecialized work
Job Rotation - a variation of job enlargement in
which workers are exposed to a variety of
specialized jobs over time
Cross-Training - a variation of job enlargement in
which workers are trained in different
specialized tasks or activities
Job Enlargement/
Job Rotation
Job Enrichment - designing or redesigning
jobs by incorporating motivational factors
into them
Job
Enrichment
Emphasis is on recognition,
responsibility, and
advancement opportunity
Job
Characteristics
Theory
Job Characteristics Model a framework for understanding person-job fit
through the interaction of core job dimensions
with critical psychological states within a person
Job Diagnostic Survey (JDS) - the survey
instrument designed to measure the elements in
the Job Characteristics Model
Job Characteristics Model
Core job
dimensions
Skill variety
Task identity
Task significance
Autonomy
Feedback
Critical
psychological
states
Experienced work’s
meaningfulness
Experienced
responsibility
for work’s outcomes
Knowledge of work
activities’ results
Employee
growth,need,
strength
Personal and
work outcomes
High internal
work motivation
High-quality
work performance
High satisfaction
with the work
Low absenteeism
and turnover
J.R. Hackman and G.R. Oldham, “The Relationship Among Core Job Dimensions, the
Critical Psychological States, and On-the-Job Outcomes,” The Job Diagnostic Survey: An
Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects, 1974.
Reprinted by permission of Greg R. Oldham.
Five Core Job Characteristics
Motivating Potential Score
Skill + Task + Task
variety identity significance
MPS =
3
x [Autonomy] x [Feedback]
Social Information Processing
(SIP) model
SIP Model - a model that suggests that the important
job factors depend in part on what others tell a person
about the job
Four premises:
1) people provide cue to understanding
the work environment
2) people help us judge our jobs
3) people tell us how they see our jobs
4) people’s positive & negative feedback
help us understand our feelings about our jobs
Interdisciplinary
Approach
Motivational
Mechanistic
Perceptual/
motor
Biological
No one approach can solve all
performance problems caused by
poorly designed jobs
Outcomes of Various Job Design Approaches
Decreased training time
Higher utilization levels
Lower error likelihood
Less mental overload
Lower stress levels
Higher job satisfaction
Higher motivation
Greater job involvement
Higher job performance
Lower absenteeism
+
+
Mechanistic
Approach
-
Lower job satisfaction
Lower motivation
Higher absenteeism
Motivational
Approach
-
Increased training time
Lower personnel utilization
Greater chance of errors
Greater chance of mental
overload and stress
Outcomes of Various Job Design Approaches
Less physical effort
Less physical fatigue
Fewer health complaints
Fewer medical incidents
Lower absenteeism
Higher job satisfaction
+
Lower error likelihood
Lower accident likelihood
Less mental stress
Decreased training time
Higher utilization levels
+
Biological
Approach
Perceptual Motor
Approach
Higher financial costs
because of changes
in equipment or
job environment
Lower job satisfaction
Lower motivation
-
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Assignment#2
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Power and Influence in the Workplace .
What is Power?
Sources of Power?
Information and Power?
Types of Influence ?