Job Design

Chapter 11

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11.1

Chapter Overview

• The Tradition of Work Simplification

• Individual Job Characteristics

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11.2

• Work Group Perspectives

• Barriers to Job Redesign Success

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11.3

The Tradition of Work Simplification

Job Specialization

Raw Materials

Raw Materials

Final Product

Final Product

Task 1 Stitch

collars

Task 1 Stitch

collars

Task 2 Attach

collars to shirts

Task 2 Attach

collars to shirts

Task 3 Press,

fold, and box shirts

Task 3 Press,

fold, and box shirts

Lawrence Erlbaum Associates, Publisher, Copyright 2002

Smith Wallace Gunn

11.4

The Work Simplification Paradox

A simple job may be easy to master and do,

but simplicity often creates feelings of

boredom and alienation—resulting in deceased quality and productivity

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11.5

Individual Job Characteristics

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11.6

The Job Characteristics Model

Core Job Characteristics

Core Job Characteristics

Critical Psychological

States

Critical Psychological

StatesOutcomesOutcomes

Experienced meaningfulness of

work

Experienced responsibility for work outcomes

Knowledge of actual results of work activities

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Skill variety Task identity

Task significance

Autonomy

Feedback from job

High internal work motivation

High general job satisfaction High “growth” satisfaction

Low turnover and absenteeism

High-quality work performance

11.7

Employee Growth Need Strength

Job Rotation

Raw Materials

Raw Materials

Final Product

Final Product

Task 1 Stitch

collars

Task 1 Stitch

collars

Task 2 Attach

collars to shirts

Task 2 Attach

collars to shirts

Task 3 Press,

fold, and box shirts

Task 3 Press,

fold, and box shirts

Lawrence Erlbaum Associates, Publisher, Copyright 2002

Smith Wallace Gunn

11.8

Rotation Rotation

Job Enlargement

Raw Materials

Raw Materials

Final Product

Final Product

Task 1 Stitch

collars

Task 1 Stitch

collars

Task 2 Attach

collars to shirts

Task 2 Attach

collars to shirts

Task 3 Press,

fold, and box shirts

Task 3 Press,

fold, and box shirts

Lawrence Erlbaum Associates, Publisher, Copyright 2002

Smith Wallace

Gunn

11.9

Job Enrichment

Individuals will be more interested and involved in their work when their

jobs provide task-related enrichment opportunities

such as achievement, autonomy, and responsibility

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11.10

How to design jobs to develop job enrichment?

Task Identity

Task Significance

Decision-Making Responsibility

Context Enrichment

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11.11

Positive Task-Related Experiences

Accountability

Achievement

Control over resources

Feedback

Personal growth and development

Control over work pace

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11.12

Trends in Job Design

Employability - the notion that employees should be concerned about their own career development, including acquiring the skills needed to keep a job or to obtain a new position

Reengineering - making fundamental changes in the way work is performed (ex: in the areas of cost, customer service, quality, production speed)

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11.13

Self-Leadership

Through self-leadership, individuals increase their

abilities to monitor their own actions and to select which actions and outcomes are most advantageous to

their jobs

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11.14

Self-Leadership: Do you exhibit the

characteristics?

I think about my progress in my job.

I make a point to keep track of how I’m doing.

I pay attention to how well I’m doing.

I consciously have goals in mind.

I try to extend my area of responsibility.

I take action to solve problems on my own.

I try to think of positive changes I can make in my job.

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11.15

Work Group Perspectives

11.16Lawrence Erlbaum Associates, Publisher, Copyright 2002

Quality Circles

Definition:

Small group of employees who

voluntarily meet on a regular basis for

the purpose of solving problems

involving the organization’s

product, service, or operations

Benefits:

• Increases participation

• Reduces resistance to change

• Produces high-quality solutions

• Decreases absenteeism

• Decreases turnover

• Improves attitudes

11.17Lawrence Erlbaum Associates, Publisher, Copyright 2002

Sociotechnical Systems Model of Job Design

11.18

The Social System

Individual & group influences

Organizational culture

Leadership and supervision

Other contextual factors

The Social System

Individual & group influences

Organizational culture

Leadership and supervision

Other contextual factors

The Technological System

Technology dimensions Type of production process (assembly line, process, unit)

Physical work setting Complexity of production

The nature of raw materials Time pressure

ModeratorsBalance Optimize

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Potential Barriers to Effective Job Design

Social Information Processing

Individual Differences

Management Support

11.19Lawrence Erlbaum Associates, Publisher, Copyright 2002