Work Design
Work Design Approaches Engineering: Traditional Jobs & Groups High specification and routinization Low task variety and autonomy Motivational: Enriched Jobs High task variety and autonomy Feedback of results Sociotechnical: Self-Managing Teams Control over total task Multi-skilled, flexible, and self-regulating
Traditional Jobs & Workgroups Based on Scientific Management Highly specified behaviors Narrow range of skills Low levels of authority and discretion Highly repetitive Benefits Low selection and training costs High productivity High levels of control
Enriched Jobs Critical Psychological Core Job States Characteristics Outcomes Skill variety Task identity Task significance Experienced Meaningfulness of the Work Hi internal work motivation Hi growth satisfaction Hi job Hi work effectiveness Autonomy Experienced Responsibility Feedback from work Knowledge of Actual Results Moderators
Core Job Dimensions Skill Variety - extent to which multiple skills are used Task Identity - extent to which an individual works on a “whole” task Task Significance - impact of the work on others Autonomy - amount of discretion in the work Feedback from the Work Itself - extent to which work provides information on effectiveness
Job Enrichment Application Stages Perform a thorough diagnosis Form natural work units Combine tasks Establish client relationships Vertical loading Opening feedback channels
Sociotechnical Systems Approach Sociotechnical systems (STS) theory is based on two basic ideas: An organization or work unit is a combined, social-plus-technical system (sociotechnical) The system is open in relation to their environment and must interact with their environments to survive and develop Self-managed work teams is the most prevalent application of STS
Sociotechnical Systems Diagnosis Define the Work System Conduct an Environmental Analysis Conduct a Technical Analysis Conduct a Social Analysis
Sociotechnical Systems Design Can work system be designed to better fit with the environment? Can work system be designed to better operate conversion process and control variances? Can work system be designed to better satisfy members’ needs?
Team Task Design & Development Whole and interdependent tasks Common mission and goals Requisite multi-skills Task and boundary control Feedback of results Minimum specification design Develop from narrow to broad boundaries for discretion
Team Process Intervention Promoting healthy interpersonal relationships Coordinating efforts Weighting member inputs and sharing knowledge Making good decisions Confronting and resolving conflicts
Organization Support Systems Performance management systems Training systems Information systems Selection systems Management systems
Self Managed Teams Application Stages Sanction the design effort Diagnose the work system Generate appropriate designs Specify support systems Implement and evaluate the work design Continual change and improvement
Designing Work for Technical and Personal Technical Factors Technical interdependence: the extent to which cooperation among workers is required Technical Uncertainty: the amount of information processing and decision making among workers necessary to do the work Personal Need Factors Social Needs: the desire for significant social relationships Growth Needs: the desire for personal accomplishment, learning, and development.
Work Designs That Optimize Technology Traditional Work Groups Traditional Job Design High Technical Uncertainty Low Self-Regulating Work Groups Enriched Jobs Low Technical Interdependence High
Optimize Personal Needs Work Designs that Optimize Personal Needs Traditional Job Design Traditional Work Groups High Growth Needs Low Enriched Jobs Self-Regulating Work Groups Low Social Needs High