Agenda

AnnouncementsMini-Lecture on Job DesignJob Design ActivityReengineering and TQM

6J:1304/11/00

Concepts and Terms

Robbins, Ch. 14Hackman and

Oldham’s job design model

Techniques for redesign

Impact of work environment

Reengineering and TQM

Lecture SupplementDifferent types of

job design

Types of Job Design

Motivational--increase motivation and satisfaction with work (Hackman & Oldham).

Mechanistic--increase productivity and efficiency (Taylor).

Biological--avoid harm and reduce stress.Perceptual/Motor--increase reliability and

reduce errors.

THERE ARE SOME TRADE-OFFS!!

Core jobdimensions

Critical psychological

states

Personaland work outcomes

Hackman & Oldham’s Job Characteristics Model

5 DIMENSIONS 3 STATES MANY OUTCOMES

Core Job Dimensions

Core Job Dimensions Skill variety Task identity Task significance Autonomy Feedback

Motivating Potential Score (MPS)

MPS =Skill + Task + Taskvariety identity significance X Autonomy X FB

3

Hackman & Oldham’s Job Characteristics Model

Skill variety Experienced High internalTask identity meaningfulness motivationTask significance of the work High-quality

performanceAutonomy Experienced

responsibility High satisfaction for outcomes

Feedback Knowledge of results Low absenteeism & turnover

Employee growth-need strength

Core Job Dimensions Critical Psychological State Outcomes .

Job Design

Activity

Improving Job Design

Job Enlargement - horizontal loading

Job Enrichment - vertical loadingJob Rotation - cross-trainingTeam-based designs

Physical Conditions

PhysicalEnvironment•Temperature•Noise•Lighting•Air quality

Fatigue

Communication

Individual differences

Employee Performance

Reengineering

“The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed.” (Hammer & Champy, 1993)

Reengineering

Basic Concept: Start with a clean sheet & redesign the organization (takes 3-5 years)

Identify: Distinctive/Core competencies Distinctive/Core processes

Implications for employees: Downsizing (1 - 2.5 million jobs gone)

Reengineering vs. TQM

Reengineering Goal: Drastic

change to create huge improvement

Approach: Top-down decision making & execution

TQM Goal:

Incremental improvements

Approach: Uses bottom-up decision making & execution