job & the design of work

7/25/2019 Job & The Design of Work

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Job Compared to Work

Job -a set of specified work and task activities that

engage an individual in an organization

Work mental or physical activity that has

productive results

Meaning of Work - the way a person interprets and

understands the value of work as part of life
http://www.meaningfulworkplace.com/


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A- value comes fromperformance;accountabilityis important

B- providespersonal

affect &identity

C- profit accrues to

others bywork

performance

D- physical activity

directed by others and

performed in a

workplaceE - generally unpleasant

physically & mentallystrenuous

activityF- activity constrainedto specific time periods;no positive affect through

its performance

Six

Patterns

of Work


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Traditional

Approaches to

Job Design

ScientificManagement JobCharacteristics

Theory

Job Enlargement

Job !otation

Job

Enrichment


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Emphasizes work simplification

(standardization and the narrow,

explicit specification of taskactivities for workers)

"Allows diverse groups

to work together

"Leads to production

efficiency and higher

profits

#ndervalues the human

capacity for thought and

ingenuity

ScientificManagement


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Job Enlargement -a method of job design that

increases the number of activities in a job to

overcome the boredom of overspecialized workJob Rotation -a variation of job enlargement in

which workers are exposed to a variety of

specialized jobs over time

Cross-Training -a variation of job enlargement inwhich workers are trained in different

specialized tasks or activities

Job Enlargement

Job !otation


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Job Enrichment -designing or redesigning jobsby incorporating motivational factors into them

Job

Enrichment

Emphasis is on recognition,responsibility, and

advancement opportunity


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Job Characteristics Model -a framework for understanding person-job fit

through the interaction of core job dimensions

with critical psychological states within a person

Job Diagnostic !r"e# $JD% -the survey

instrument designed to measure the elements in

the ob !haracteristics "odel

JobCharacteristics

Theory


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ob !haracteristics "odel

!kill variety

"ask identity

"ask significance

Autonomy

#eedback

Core $ob

%imensions

$%perienced works

meaningfulness$%perienced

responsibility

for works outcomes

'nowledge of workactivities results

Critical

&sychologicalstates

(igh internal

work motivation

(igh-)uality

work performance

(igh satisfaction

with the work

Low absenteeismand turnover

Personal an%

'ork o(tcomes

$mployee

growth*need*

strength#$# %ackman and $# 'ldham, +he $elationship mong !ore ob *imensions, the!ritical +sychological tates, and 'n-the-ob 'utcomes,,The Job Diagnostic Survey: An

Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects ./0#

$eprinted by permission of &reg $# 'ldham#


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.! /

!kill

variety

"ask

identity

"ask

significance%0Autonomy1 % 0#eedback1

2

1 1

#ive Core Job Characteristics

otivating .otential !core


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!ocial 3nformation .rocessing

4!3.5 model &' Model -a model that suggests that the important

job factors depend in part on what others tell a person

about the job

Fo(r &remises)

65 people provide cues to understanding

the work environment

75 people help us 8udge our 8obs 25 people tell us how they see our 8obs

95 peoples positive & negative feedback

help us understand our feelings about our 8obs


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:o one approach can solve all

performance problems caused bypoorly designed 8obs

3nterdisciplinaryApproach

Moti*ational

Perce&t(al

motor

Biological

Mechanistic


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Moti*ational

A&&roachMechanistic

A&&roach

'utcomes of 2arious ob *esign pproaches

" "

ecreased training time

(igher utili


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'utcomes of 2arious ob *esign pproaches

Less physical effortLess physical fatigue

#ewer health complaints#ewer medical incidents

Lower absenteeism(igher 8ob satisfaction

Lower error likelihood

Lower accident likelihoodLess mental stress

ecreased training time

(igher utili


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3nternational .erspectives on

the esign of Workhe apanese pproach

Emphasizes strategic level

Encourages collective andcooperative working arrangements

Emphasizes lean productionlean prod!ction
http://www.iqpc.com/


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3sing committed employees with ever-expanding responsibilities to achieve

zero waste, 445 good product,

delivered on time, every time

(ean 'rod!ction


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the esign of Workhe &erman pproach

Technocentric -placing technology

and engineering at the center of jobdesign decisions (traditional &ermanapproach)

Anthropocentric -placing humanconsiderations at the center of jobdesign decisions (more recent&erman approach)


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the esign of Work

he candinavian pproach

encourages high degrees of worker

control

encourages good social support

systems for workers

P bl +, l fS i tifi h


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Problem areas +

assignment to

%isci&lines

"echnical* anthropo-metric* & psychophysical

problems

"echnical* physiological*

& medical problems$conomical &

sociological

problems

!ociopsychological &

economic problems

,e*els of

e*al(ation

of h(man

'ork

.racticability

$ndurability

Acceptability

!atisfaction

Scientific a&&roaches

of labor sciences

>iewfrom

natural

science

.rimarilyoriented

to

individuals

.rimarilyoriented

to groups

>iewfrom

cultural

studies

%# 6uczak, +&ood 7ork*esign8 n Ergonomic, 9ndustrial Engineering +erspective, ,in #!# :uick,

6#$# "urphy, and # # %urrell, eds# Stress and !ell"#eing at !or$ (7ashington, *#!#)8 merican

+sychological ssociation# $epreinted by permission#


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Work esign and Well-?eing@"o increase control in work organi


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Work esign and Well-?eing@"o reduce uncertainty

+rovide employees with timely and complete

work information needed "ake clear and unambiguous work assignments

9mprove communication at shift change time

9ncrease employee access to information sources


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Work esign and Well-?eing@"o manage conflict

3se participative decision making to reduce

conflict 3se supportive supervisory styles to resolve

conflict

+rovide sufficient resource availability to meetwork demands, thus preventing conflict


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$merging 3ssues in esign of Work

Telecomm!ting -employees work at home or inother locations geographically separate from their

companys main location lternative work patterns

Job haring -an alternative work pattern inwhich there is more than one person occupying a

single job )le*time-an alternative work pattern that enables

employees to set their own daily work schedules


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$merging 3ssues in esign of Work

echnology at work +irt!al ,ffice -a mobile platform of computer,

telecommunication, and information technologyand services

Technostress-the stress cause by new andadvancing technologies in the workplace

Task Re"ision-the modification of incorrectlyspecified roles or jobs

kill development


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Co!nter-Role eha"ior -de"iant beha"ior in either a correctl# or

incorrectl# defined .ob or role

ole

Characteristics

!tandardole

?ehavior

$%tra ole

?ehavior

Counter ole

?ehavior

Correctly !pecified ole

Brdinary goodperformance

$%cellent performance

4organi


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"he istinguishing #eature of Job

esign in the #uture

job & the design of work

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