Job Design & Job Crafting

Fredrick Taylor: Scientific Management

- Analyzed and planned workflows to improve efficiency - Labor process is broken into max number of discrete standardized tasks; jobs are composed of one or more tasks - Workers controlled via external punishments/incentives -Major application: automotive assembly line ("Fordism")

Key Characteristics of Motivation Jobs:

- Skill Variety - Task Identity - Task Significance - Autonomy - Feedback

How to change job characteristics to enhance work:

- Skill Variety: cross training, multi-tasking, form natural work units (teams) - Task Identity: form natural work units (teams) - Significance: 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

Task Identity

Doing a whole, identifiable piece of work from start to finish

What is Job crafting?

Employees actively changing their formal job designs to better fit their motives, strengths, and passions. Using and altering elements of a job to make the work more engaging and fulfilling

Skill Variety

Being challenged to develop and use a range of different capabilities and skills

The Job Characteristics Model

Core job Dimensions -> Psychological states -> Personal & Work outcomes -

Autonomy

Discretion in making decisions about what to do and when and how to do the work

Job Design

The way employees' work is structure 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.

Task Significance

Having impact on the well-being of other people

Feedback

The work itself provides direct information about effectiveness on performance