Job Design & Job crafting Flashcards
Job design
the way employees’ work is structured and executed
key assumption: performance/ motivation at work has more to do with how work is designed and managed than the personal dispositions of the people who do the work
Taylorism/ Scientific Management
- analyzed and planned workflows to improve efficiency
- labor process is broken into maximum number of discrete tasks; jobs are compose of one or more tasks
- workers controlled via external punishments/ incentives
- major application: automotive assembly line
Contribute to Experienced Meaningfulness
- Skill Variety
- Task Identity
- Task Significance
Contribute to outcome responsibility
Autonomy
Contribute to Knowledge of results
Feedback
Experienced Meaningfulness, outcome responsibility, Knowledge of results contribute to this
- Internal motivation
- Work performance
- Job satisfaction
- Low absenteeism & turnover
Skill Variety
cross training, multi-tasking, form natural work units (teams)
Task Identity
form natural work units (teams)
Signficance
provide client contact and customer feedback
Autonomy
set clear outcome goals, but leave room for people to design work processes, alternate tasks, and schedule work
Feedback
Ask people to test their own quality, provide real-time data that allow workers to see the consequences of their work
When might re-designing a job fail to change motivation behavior?
- when job relevant knowledge and skills are low
- when employee has low need for growth
- when employee is dissatisfied w/ work context
Job crafting
Idea:
- employees actively changing their formal designs to better fit their motives, strengths, and passions
- using and altering elements of a job to make the work more engaging and fulfilling
Use:
- task crafting: doing tasks that align with your goals and interestes
- relational crafting: making meaningful relationships
- cognitive crafting: how you think about work
Note: you need to find sponsors for your job crafting
