1. Motivational Strategies: Job Design Strategy and job design Factors influencing job design Individual approaches to job design Group approach to job design Re-engineering

2. Strategy & Job Design Responsive to strategic goals of –Working faster –Higher quality work –Cost containment –Innovation Goals of redesign –Improved flow of work –Enhanced employee involvement & initiative

3. Factors Influencing Design Environmental factors –Regulatory issues –Social issues Organizational factors –Automation –Technology –Cross-functional Integration Behavioral –Skill mix & level

4. Individual Approaches Socio-technical (A systems approach) Job enrichment & enlargement Job characteristics model –Critical psychological states –Core job characteristics –Personal & work outcomes –Growth needs

5. Hackman & Oldham’s Job Characteristics Model Core DimensionsPsychological StatesOutcomes Skill Variety Task Identity Task Signif. Autonomy Feedback Meaningfulness of Work Responsibility for outcomes Knowledge of Results High intrinsic motivation High job per- ormance High job satis- faction Low absentee ism & turnover

6. Implementing Concepts for the Job Characteristics Model Combine tasks: Effects skill variety, task identity, & task significance Give workers contact with customers: Effects skill variety, autonomy, feedback Vertically load jobs: Effects autonomy Open feedback channels: Effects feedback

7. Designing Jobs for Teams Team has to be an identifiable group, doing a specified piece of work, and be self-managing or autonomous Key behaviors: Ask for ideas, give suggestions,. listen to others, share information, help others Manager’s role: Make alterations needed for effective group performance, consult

8. Re-engineering Examines business and manufacturing processes, end to end. Goals –Reduce number of steps and defragment work –Group people together who need to be –Reduce cycle times and cost –Innovation –Flexibility

9. Backwards & Forwards Summing up : In today’s session we explored job design as a way of engaging and motivating employees. After considering the strategic angle and external influences, we examined individual and group approached to design. Last we looked at the goals of re- engineering and when to use it. Looking ahead: Next time we take up the issue of unions and labor relations