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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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Copyright 2008 John Wiley & Sons, Inc. 6-4
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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Copyright 2008 John Wiley & Sons, Inc. 6-5
What are the alternative job
design approaches?
Scientific management
Sought to improve work efficiency by creatingsmall, repetitive tasks and training workers todo these tasks well
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Copyright 2008 John Wiley & Sons, Inc. 6-6
What are the alternative job
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
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What are the alternative job
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
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What are the alternative job
design approaches?
Job enrichment
The practice of enhancing job content bybuilding motivating factors such asresponsibility, achievement, recognition, andpersonal growth into the job
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What are the alternative 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
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What are the alternative job
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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8/3/2019 Job Design and Motivation
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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
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What are the keys to designing
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
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What are the keys to designing
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
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What are the keys to designing
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
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What are the keys to designing
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.
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What are the keys to designing
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
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What are the keys to designing
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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Copyright 2008 John Wiley & Sons, Inc. 6-19
What are the keys to designing
motivating jobs?
Social information processing theory
Social information in organizations influencesthe way people perceive their jobs and respond
to them
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Copyright 2008 John Wiley & Sons, Inc. 6-20
What are the keys to designing
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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Copyright 2008 John Wiley & Sons, Inc. 6-21
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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Copyright 2008 John Wiley & Sons, Inc. 6-22
How are technology
and job design related?
Automation
using a machine to do work previouslyaccomplished by a human
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Copyright 2008 John Wiley & Sons, Inc. 6-23
How are technology
and job design related?
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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Copyright 2008 John Wiley & Sons, Inc. 6-24
How are technology
and job design related?
Process reengineering
the analysis, streamlining, and reconfigurationof actions and tasks required to reach a work
goal
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Copyright 2008 John Wiley & Sons, Inc. 6-25
How are technology
and job design related?
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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Copyright 2008 John Wiley & Sons, Inc. 6-27
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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Copyright 2008 John Wiley & Sons, Inc. 6-28
What alternative work
arrangements are used today?
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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Copyright 2008 John Wiley & Sons, Inc. 6-29
What alternative work
arrangements are used today?
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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Copyright 2008 John Wiley & Sons, Inc. 6-30
What alternative work
arrangements are used today?
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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Copyright 2008 John Wiley & Sons, Inc. 6-33
What alternative work
arrangements are used today?
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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What alternative work
arrangements are used today?
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