Definition of Job & work, Job design, Job Characteristics Model, Job design approaches, Outcomes of Various Job Design Approaches

1. Job Characteristics Model

2. Job & Work 2
Job Compared To Work (Six Patterns of Work)
Job Characteristics Model
• a set of specified work and
task activities that engage an
individual in an organization
Job
• mental or physical activity
that has productive results
Work
• the way a person interprets
and understands the value
of work as part of life
Meaning
of Work
Six Patterns
of Work
B – provides
personal
affect and identity
D – physical
activity directed
by others and
performed in a
workplace
E – generally
unpleasant
physically
and mentally
strenuous
activity
F – activity
constrained to
specific time
periods; no positive
affect through its
performance
A – value
comes from
performance;
accountability
is important C – profit accrues to
others by work
performance

3. Job Design 3
Traditional Approaches To Job Design
Job Characteristics Model
Traditional
Approaches to
Job Design
Scientific
Management
Job
Characteristics
Theory
Job Enlargement/
Job Rotation
Job
Enrichment

4. Job Design 4
Traditional Approaches To Job Design
Job Characteristics Model
ScientificManagement
Emphasizes work
simplification
(standardization and
the narrow, explicit
specification of task
activities for workers)
Allows diverse groups
to work together
Leads to production
efficiency and higher
profits
Undervalues the
human capacity for
thought and ingenuity
JobEnlargement/JobRotation
Job Enlargement - a
method of job design
that increases the
number of activities in a
job to overcome the
boredom of
overspecialized work
Job Rotation - a
variation of job
enlargement in which
workers are exposed to
a variety of specialized
jobs over time
Cross-Training - a
variation of job
enlargement in which
workers are trained in
different specialized
tasks or activities
JobEnrichment
Job Enrichment -
designing or
redesigning jobs by
incorporating
motivational factors
into them
Emphasis is on
recognition,
responsibility, and
advancement
opportunity
JobCharacteristicsTheory
Job Characteristics
Model - a framework
for understanding
person–job fit through
the interaction of core
job dimensions with
critical psychological
states within a person
Job Diagnostic Survey
(JDS) - the survey
instrument designed
to measure the
elements in the Job
Characteristics Model

5. Job Characteristics Model 5
Job Characteristics Model
Job Characteristics Model
• Job Characteristics Model
– Jobs with skill variety, task identity, task
significance, autonomy, and for which
feedback of results is given, directly affect
three psychological states of employees:
• Knowledge of results
• Meaningfulness of work
• Personal feelings of responsibility for
results
– Increases in these psychological states
result in increased motivation,
performance, and job satisfaction.
• Skill Variety
The degree to which a job requires a variety of
different activities (how may different skills are used
in a given day, week, month?)
• Task Identity
The degree to which the job requires completion of a
whole and identifiable piece of work (from beginning
to end)
• Task Significance
The degree to which the job has a substantial impact
on the lives or work of other people

6. Job Characteristics Model 6
Job Characteristics Model
Job Characteristics Model
• Job Characteristics Model
– Jobs with skill variety, task identity, task
significance, autonomy, and for which
feedback of results is given, directly affect
three psychological states of employees:
• Knowledge of results
• Meaningfulness of work
• Personal feelings of responsibility for
results
– Increases in these psychological states
result in increased motivation,
performance, and job satisfaction.
• Autonomy
The degree to which the job provides substantial
freedom and discretion to the individual in
scheduling the work and in determining the
procedures to be used in carrying it out
• Feedback
The degree to which carrying out the work
activities required by a job results in the
individual obtaining direct and clear information
about the effectiveness of his or her
performance
• MPS
Motivating Potential Score

7. Job Characteristics Model 7
Job Characteristics Model
Job Characteristics Model
• J.R. Hackman and G.R.
Oldham, “The
Relationship Among
Core Job Dimensions,
the Critical Psychological
States, and On-the-Job
Outcomes,”The Job
Diagnostic Survey: An
Instrument for the
Diagnosis of Jobs and
the Evaluation of Job
Redesign Projects, 1974.
• Reprinted by permission
of Greg R. Oldham.

8. Job Characteristics Model 8
Examples of High and Low Job Characteristics
Job Characteristics Model
MPS =
Skill variety Task identity Task significance
x [Autonomy] x [Feedback]
3
+ +
Motivating Potential Score

9. Job Characteristics Model 9
Examples of High and Low Job Characteristics
Job Characteristics Model
Skill Variety
• High variety The owner-operator of a garage who does electrical repair, rebuilds engines, does body work, and interacts with
customers
• Low variety A bodyshop worker who sprays paint eight hours a day
Task Identity
• High identity A cabinetmaker who designs a piece of furniture, selects the wood, builds the object, and finishes it to perfection
• Low identity A worker in a furniture factory who operates a lathe to make table legs
Task Significance
• High significance Nursing the sick in a hospital intensive care unit
• Low significance Sweeping hospital floors
Autonomy
• High autonomy A telephone installer who schedules his or her own work for the day, and decides on the best techniques for a
particular installation
• Low autonomy A telephone operator who must handle calls as they come according to a routine, highly specified procedure
Feedback
• High feedback An electronics factory worker who assembles a radio and then tests it to determine if it operates properly
• Low feedback An electronics factory worker who assembles a radio and then routes it to a quality control inspector who tests and
adjusts it

10. Alternative Approaches To Job Design 10
Social Information Processing (SIP) Model / Interdisciplinary Approach-Kyle M
Job Characteristics Model
• SIP Model
A model that suggests that the important job factors depend in part on what others tell a person about the
job
• 4 Premises
• People provide cues to understanding the work environment
• People help us judge our jobs
• People tell us how they see our jobs
• People’s positive & negative feedback help us understand our feelings about our jobs

11. Alternative Approaches To Job Design 11
Social Information Processing (SIP) Model / Interdisciplinary Approach-Kyle M
Job Characteristics Model
• Interdisciplinary
Approach-Kyle M
• Ergonomics – The science of
adapting work and working
conditions to the employee or
worker
Motivational
Mechanistic
Biological
Perceptual/
motor

12. Outcomes of Various Job Design Approaches 12
Outcomes of Various Job Design Approaches
Job Characteristics Model
Mechanistic
Approach
+
Decreased training time
Higher utilization levels
Lower error likelihood
Less mental overload
Lower stress levels
Lower job satisfaction
Lower motivation
Higher absenteeism
-
Motivational Approach
+
Higher job satisfaction
Higher motivation
Greater job involvement
Higher job performance
Lower absenteeism
Increased training time
Lower personnel utilization
Greater chance of errors
Greater chance of mental
overload and stress
-

13. Outcomes of Various Job Design Approaches 13
Outcomes of Various Job Design Approaches
Job Characteristics Model
Lower error likelihood
Lower accident likelihood
Less mental stress
Decreased training time
Higher utilization levels
Lower job satisfaction
Lower motivation
Perceptual Motor
Approach
+
-
Less physical effort
Less physical fatigue
Fewer health complaints
Fewer medical incidents
Lower absenteeism
Higher job satisfaction
Higher financial costs
because of changes
in equipment or
job environment
Biological
Approach
+
-