MANA 3320 Lecture 4 Outline of Last Lecture I Major regulations for equal employment opportunity and the value of diversity II Employers can take to avoid discriminations at work III Regulations and importance in maintaining workplace safety Outline of Current Lecture IV Job analysis V Methods to designing a motivating job VI Redesigning a job VII Designing a job to encourage creativity Current Lecture Job Analysis Job Descriptions tasks duties responsibilities TDRs that the job entails Includes Job Title Brief description of the TDRs List of the essential duties with detailed specifications of the tasks involved in carrying out each duty Job Specifications a list of knowledge skills abilities other characteristics KSAO Knowledge factual or procedural information necessary for successfully performing a task Skill an individual s level of proficiency at performing a particular task These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute Ability a general enduring capability that an individual possesses Other Characteristics job related licensing certifications or personality traits Discussion on Assignment of Job Descriptions How can you improve the job description Understanding KSAOs and TDRs Employers have to give applicants a clear understanding of what is expected in the job Description must be a clear and accurate impression of the company s expectations Job Analysis the building block of HR functions Almost every HRM program requires some type of information determined by job analysis All of the following require detailed job analysis work redesign HR Planning Selection Training Performance Appraisal Career Planning Job evaluation Intrinsic Motivation motivation from goals that come from within Extrinsic Motivation motivation from outside sources that encourage one to work harder Early Approach to Job Design Scientific Management Approach Basic assumption Basic characteristics of the work design Highly specialized behaviors Low task variety and task identity Highly specified behaviors Low autonomy Major benefits High control on work flow leads to stable performance High behavior repetition leads to high efficiency Low selection and training costs Major disadvantages Low job satisfaction Low intrinsic motivation Low creativity at work Less adaptive to environmental changes The Job Characteristics Model An approach to job design that aims to identify characteristics that make jobs intrinsically motivating Motivating Potential Score measure intrinsic motivation potential of an employee in their job Combination of the measures of skill variety task identity task significance autonomy and feedback MPS SV TI TS 3 A F MPS scores can range from 1 to 343 The average MPS for jobs in the US is around 128 Individual differences growth need strength knowledge and skills matter in the measurement of MPS Class Discussion on MPS score reflect on why we feel that way and what about our jobs make us feel more or less intrinsically motivated Employers try to find ways of making jobs more intrinsically motivating Raising Job Autonomy creativity level rise great for advertising positions autonomy contributes to 30 of employee creativity Give employees time in their day to work on personal projects Creative time 3M s official company policy allows employees to use 15 of their time to pursue independent projects Post It Notes were a result of engineers playing around with glue that wouldn t permanently stick all due to the autonomy given to the engineers