MANA 3320 Lecture 4Outline of Last Lecture I. Major regulations for equal employment opportunity and the value of diversity.II. Employers can take to avoid discriminations at workIII. Regulations and importance in maintaining workplace safety.Outline of Current LectureIV. Job analysisV. Methods to designing a motivating jobVI. Redesigning a jobVII.Designing a job to encourage creativityCurrent LectureJob 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 in-volved in carrying out each dutyJob Specifications - a list of knowledge, skills, abilities, other characteristics (KSAO)Knowledge: factual or procedural information necessary for successfully per-forming 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 expectedin the job. Description must be a clear and accurate impression of the com-pany’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 evaluationIntrinsic Motivation - motivation from goals that come from withinExtrinsic Motivation - motivation from outside sources that encourage one to work harderEarly 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 autonomyMajor benefits:-High control on work flow leads to stable performance -High behavior repetition leads to high efficiency-Low selection and training costsMajor disadvantages:-Low job satisfaction-Low intrinsic motivation-Low creativity at work-Less adaptive to environmental changesThe Job Characteristics Model: An approach to job design that aims to iden-tify characteristics that make jobs intrinsically motivatingMotivating Potential Score - measure intrinsic motivation potential of an em-ployee in their job. Combination of the measures of skill variety, task iden-tity, task significance, autonomy, and feedbackMPS = ((SV + TI + TS)/3)*A*FMPS 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 creativityGive 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 projectsPost It Notes were a result of engineers playing around with glue that wouldn't permanently stick, all due to the autonomy given to the