job & the design of work
TRANSCRIPT
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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 ® $# '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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3nternational .erspectives on
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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3nternational .erspectives on
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