Presentation is loading. Please wait.

Presentation is loading. Please wait.

Chapter 11 Designing Work

Similar presentations


Presentation on theme: "Chapter 11 Designing Work"— Presentation transcript:

1 Chapter 11 Designing Work
Management: A Skills Approach, 2/e by Phillip L. Hunsaker Copyright © 2005 Prentice-Hall Copyright © 2005 Prentice-Hall

2 Copyright © 2005 Prentice-Hall
Learning Objectives Diagnose Job Characteristics Apply Motivation Theories to Design Satisfying Jobs Design Jobs to Maximize Employee Performance Copyright © 2005 Prentice-Hall

3 Copyright © 2005 Prentice-Hall
Job Design – refers to the way tasks are combined to form complete jobs Copyright © 2005 Prentice-Hall

4 Copyright © 2005 Prentice-Hall
How Do We Design Jobs? The Job Specialization Approach Frederick Taylor – Scientific Management Making jobs smaller More specialized Standardized Copyright © 2005 Prentice-Hall

5 Copyright © 2005 Prentice-Hall
How Do We Design Jobs? Job Expansion Approaches Job Enlargement Job Enrichment Copyright © 2005 Prentice-Hall

6 Copyright © 2005 Prentice-Hall
Job Enlargement Attempts to overcome the drawbacks of specialization by horizontally expanding a job by increasing the job scope Copyright © 2005 Prentice-Hall

7 Copyright © 2005 Prentice-Hall
Job Enrichment Attempts to design more meaning and challenge into jobs by adding planning and evaluating responsibilities Copyright © 2005 Prentice-Hall

8 Redesigning Jobs Today
Technology Telecommuting Virtual office Copyright © 2005 Prentice-Hall

9 What Makes a Job Meaningful?
Five Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback Copyright © 2005 Prentice-Hall

10 Copyright © 2005 Prentice-Hall
Core Job Dimensions Skill Variety Copyright © 2005 Prentice-Hall

11 Copyright © 2005 Prentice-Hall
Core Job Dimensions Task Identity Copyright © 2005 Prentice-Hall

12 Copyright © 2005 Prentice-Hall
Core Job Dimensions Task Significance Copyright © 2005 Prentice-Hall

13 Copyright © 2005 Prentice-Hall
Core Job Dimensions Autonomy Copyright © 2005 Prentice-Hall

14 Copyright © 2005 Prentice-Hall
Core Job Dimensions Feedback Copyright © 2005 Prentice-Hall

15 Examples of High and Low Job Characteristics
Skill Variety High: An auto-repair shop operator who does electrical repairs, rebuilds engines, does body work, and handles customer complaints Low: A body shop worker who sprays paints 8 hours daily Task Identity High: A cabinetmaker who designs a piece of furniture, selects the wood, builds the object, and finishes it to perfection Low: A worker in a furniture factory who operates a lathe solely to make table legs Copyright © 2005 Prentice-Hall

16 The Job Characteristics Model
Copyright © 2005 Prentice-Hall

17 How Others See Your Job Makes a Difference
Social Information Processing Model (SIP) Employees form attitudes and behavior in response to the social cues provided by others. Copyright © 2005 Prentice-Hall

18 Designing Jobs for Maximum Performance
JCM Model Combine Tasks Create Natural Work Units Establish Client Relationships Expand Jobs Vertically Open Feedback Channels Copyright © 2005 Prentice-Hall

19 Copyright © 2005 Prentice-Hall
Working with Teams JCM Principles Group Composition Copyright © 2005 Prentice-Hall

20 Copyright © 2005 Prentice-Hall
Work Schedule Options Flextime Copyright © 2005 Prentice-Hall

21 Copyright © 2005 Prentice-Hall
Work Schedule Options Job Sharing Copyright © 2005 Prentice-Hall

22 Copyright © 2005 Prentice-Hall
Work Schedule Options Telecommuting Copyright © 2005 Prentice-Hall


Download ppt "Chapter 11 Designing Work"

Similar presentations


Ads by Google