Job designSlide 2Scientific management approachPsychological approachCore job dimensionsSkill varietyTask identityTask significanceAutonomyFeedbackCritical psychological states/outcomesEmployee growth-need strengthJob designWhat is job design and why is it important?What is job design and why is it important?What are the approaches used in designing What are the approaches used in designing jobs?jobs?Job designWhat is a job? What is a job? What is job design?What is job design?Job design approachesJob design approachesScientific management approaches.Scientific management approaches.Psychological approaches.Psychological approaches.Scientific management approach A.K.A. as industrial engineering.A.K.A. as industrial engineering.Focus on efficiency. Focus on efficiency. Job simplification is one method.Job simplification is one method.Psychological approachMotivation results from work that provides intrinsic Motivation results from work that provides intrinsic rewards. rewards. These rewards satisfy higher-order needs of esteem and These rewards satisfy higher-order needs of esteem and growth. growth. The job characteristics model follows the psychological The job characteristics model follows the psychological approach to work redesign (approach to work redesign (see Exhibit 14.8)see Exhibit 14.8). . Core job dimensionsCore job dimensionsCritical psychological states/outcomesCritical psychological states/outcomesEmployee growth-need strength.Employee growth-need strength.Core job dimensionsExamine job traits to determine job’s Examine job traits to determine job’s motivational potential.motivational potential.Skill variety Skill variety Task identity Task identity Task significance Task significance Autonomy Autonomy FeedbackFeedbackSkill variety Number of different skills and talents Number of different skills and talents required.required.Job rotation is one method.Job rotation is one method.Task identity Degree to which an employee performs a Degree to which an employee performs a total job with a recognizable beginning and total job with a recognizable beginning and end.end.Job enlargement is one method.Job enlargement is one method.Task significanceDegree to which the job is perceived as Degree to which the job is perceived as important and having impact on the important and having impact on the company or consumers. company or consumers. Job enlargement can also increase task Job enlargement can also increase task significance.significance.AutonomyDegree to which the worker has freedom, Degree to which the worker has freedom, discretion, and self-determination in discretion, and self-determination in planning and carrying out tasks.planning and carrying out tasks.One method that attempts to increase job One method that attempts to increase job autonomy is job enrichment.autonomy is job enrichment.FeedbackThe extent to which the job provides The extent to which the job provides information back to the employee about his/ information back to the employee about his/ her performance. her performance. When job design itself cannot provide When job design itself cannot provide direct feedback, need to obtain feedback direct feedback, need to obtain feedback from supervisors or peers.from supervisors or peers.Critical psychological states/outcomesIntrinsic rewards from job traits Intrinsic rewards from job traits Skill variety, task identity, and task Skill variety, task identity, and task significance-> experienced meaningfulness of significance-> experienced meaningfulness of work.work.Autonomy -> experienced responsibility.Autonomy -> experienced responsibility.Feedback -> knowledge of work results.Feedback -> knowledge of work results.The psychological states leads to personal The psychological states leads to personal and work outcomes and work outcomesEmployee growth-need strengthModerating factor: people have different needs Moderating factor: people have different needs for growth and development. for growth and