Managing the Structure, Flow, and Design of Work

Agenda Item #1 -- Terminology! v Job v Position v a.Job Analysis v b.Job Family v c.Job Descriptions v TDRs (tasks, duties, responsibilites) v d.Job Specifications v e.KSAs (knowledge, skills, abilities) v f.Job Design v g.Job Specialization (simplification) v h.Job Rotation v i.Job Enlargement v j.Job Enrichment v j.Job Characteristics Model v k.Job Evaluation v Explain the differences & relationships among

Organizational Strategy Overall Cost Leadership Differentiation

Organizational Strategy Organizational Structure Bureaucracy Flat Boundaryless

Organizational Strategy Organizational Structure Work Flow Analysis Inputs Processes Outflows Business Process Reengineering

Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Teams Self-Managed Teams Virtual Teams Problem-Solving Teams Special-Purpose Teams Motivating Individuals Goal-Setting 2-Factor Job Characteristics

Characteristics of Effective Goal-Setting v Workers will be more motivated when... v Goals are clear, specific v Goals are difficult (yet attainable) v They participate in creating goals for themselves v They receive frequent feedback on their progress toward reaching their goals

Herzberg’s Two-Factory Theory Hygiene Factors Motivators Low Dissatisfaction High Dissatisfaction company policies; working conditions; job security; salary; benefits; relationships with supervisors, managers, co-workers, & subordinates the work itself, achievement, recognition, responsibility, opportunities for advancement Low Satisfaction High Satisfaction if adequately provided if inadequately provided

Hackman & Oldham’s Job Characteristics Theory High Internal Work Motivation High-Quality Work Performance High Satisfaction with the Work Low Turnover and Absenteeism Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness of the Work Experienced Responsibility for Work Outcomes Knowledge Results From Work Core Job Characteristics Critical Psychological States Personal & Work Outcomes Employee Growth Need Strength

Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Work Simplification Job Rotation Job Enlargement Job Enrichment Team-Based Design

Approaches to Job Design v Motivational approach v Mechanistic approach v Biological approach v Perceptual/Motor approach

Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Tasks Duties Responsibilities Knowledge Skills Abilities

Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Job Description Identification Job Summary Job Duties & Responsibilities Job Specifications Minimum Qualifications Working Conditions

Scheduling Work

Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Job Description Scheduling Work Telecommuting Flex-time Compressed Work Weeks Job Sharing