MGT 3200: Job Design Part 2

Benefits of Job Enrichment

1. high motivation 2. high job satisfaction 3. high quality job performance (quantity suffers) 4. Low absenteeism. 5.Low turnover.

the job characteristics model is comprised of three elements

1) job characteristics which lead to 2) critical psychological states which then lead to 3) significant personal/work outcomes.

There are three factors in the job characteristics model that can influence the effectiveness of job enrichment

1. Knowledge and skill of the employee 2. Growth need strength of the employee 3. Context satisfaction of the employee

constraints/influences on job design

1. Strategy of the Organization 2. Employee Factors 3. Technological Factors 4. Unions Economic Factors

There are 5 steps in the job enrichment process

1.Form natural work units. 2.Combine tasks. 3.Establish client relationships. 4.Vertical loading. 5.Open feedback channels.

Problems associated with enriched jobs

1.Some workers may not want an enriched jobs. 2.Workers, even when they want an enriched job, may not have the skills to perform it. 3.Workers may want greater extrinsic rewards due to their greater responsibility. 4.Jobs can be too enriched. 5.Unions are less than enthusiastic about job enrichment. 6.Supervisory jobs can become "disenriched" or may be eliminated.

So when we select someone to perform an enriched job we want this individual to:

1.possess a high level of knowledge and skill (be able) 2.have an expressive motivation toward work (be motivated) 3.have context satisfaction (be satisfied)

Which step of the job enrichment process entails creating a team and making the team responsible for completing a whole piece of work? 1.Form natural work units 2.Combine tasks 3.Establish client relationships 4.Vertical loading 5.Open feedback channels

Form natural work units

Which of the following is not a theoretical advantage of job enrichment? 1.High motivation 2.High satisfaction 3.Low absenteeism 4.Low turnover 5.High quantity job performance

High quantity job performance

If an organization has a defender strategy, what type of job design strategy should it employ? 1.Specialized jobs 2.Enriched jobs 3.Craft jobs 4.None of the above 5.Enriched and craft jobs

Specialized jobs

If an employee has a high need to grow through the job, they have an expressive motivation toward work

They work because they like it and want to grow and develop through their work (like challenge, learning new things). They work because they want to.

If an employee has a low need to grow through the job, they have an instrumental motivation toward work

They work more for a paycheck. They work because they have to.

states that there is a curvilinear relationship (an inverted U) between arousal (challenge) and performance on the job, such that moderate arousal leads to optimal performance and too little or too much arousal impairs performance

Yerkes-Dodson law

if an employee is currently ____________ with context factors, this will reduce the effectiveness of job enrichment.

dissatistified

the job characteristics model also contains a moderator box. The moderator box includes factors that can impact the ____________ of job enrichment

effectiveness

Enriched jobs typically require ____________ of education and training and an expressive motivation toward work

advanced levels

Which of the following would reduce the effectiveness of job enrichment? 1.An employee who has weak or marginal skill levels. 2.An employee who has an instrumental motivation to work. 3.An employee who is dissatisfied with his/her work environment. 4.All of the above Only 1 and 2

all of the above

4th step of job enrichment increases _____________ and is the _____________ step in the job enrichment process

autonomy; most important

what is the difference between job enrichment and job enlargement?

both increase breadth but only job enrichment increases depth

job enrichment increases both ___________ and _________

breadth and depth

Which step of the job enrichment process is job enlargement? 1.Form natural work units 2.Combine tasks 3.Establish client relationships 4.Vertical loading 5.Open feedback channels

combine tasks

The second step of enriching a job. In this step, a number of specialized jobs are consolidated into one job.

combining tasks

refers to the extent to which the employee is satisfied with factors surrounding his/her job such as pay, benefits, working conditions, and company policy.

context satisfaction

If one eliminates vertical loading from the job enrichment process, which job design would be the result? 1.Specialized job 2.Enlarged job 3.Craft job 4.It would still be an enriched job

enlarged job

If an organization has a prospector strategy, the primary job design should be __________

enriched

intent is to make the work itself motivational. The worker is given more interesting, meaningful and challenging work to perform. They are also given more control over this work.

enriched jobs

The third step of enriching a job. In this step, employees are placed into contact with both internal and external customers.

establish client relationships

Redesigning jobs can be an __________ undertaking. It requires a great amount of time and effort to determine what the appropriate redesign strategy should be.

expensive

the optimal motivation for an enriched is an

expressive motivation toward work

Where would it be most difficult to redesign jobs? 1.Sally's Craft Shop 2.Hyundai Assembly Plant 3.Exxon Plastics 4.It would be equally difficult to redesign jobs at all three organizations. *this is on the test*

exxon plastics (fully automated) -sally's is easiest because it has the least technology

first step of enriching a job. in this step, employees are placed into a team and the team is made responsible for completing a whole piece of work.

form natural works units

When there's a ___________________________, the jobholder is more likely to experience optimal or near optimal challenge

good person-job fit

refers to the motivation of the employee

growth need of the employee

The problem with job redesign is that since jobs are _______________ if you redesign one job then you have to redesign the others that are connected to it.

interconnected

This model of job enrichment was developed by Hackman and Oldham (1980).

job characteristics model

job enrichment always entails _______________

job enlargemnet

job enrichment can lead to ____________________

job losses

Since enriched jobs require individuals to complete more challenging assignments with greater autonomy, a high level of ___________________ is required

knowledge and skill

according to the job characteristics model having a job high in feedback will

let you know where you stand at all times

Specialized jobs typically require ____________________of education and less advanced training and an instrumental motivation toward work.

lower levels

Which of the following job redesign efforts will unions support? 1.Craft jobs becoming specialized jobs. 2.Specialized jobs becoming enlarged jobs. 3.Enlarged jobs becoming enriched jobs. 4.Specialized jobs becoming enriched jobs. 5.None of the above will be supported by a union.

none of the above will be supported by a union

The last step of enriching a job is to open feedback channels. In this step, employees are given accurate and timely information about how well they're performing.

open feedback channels

When there's a poor person-job fit and the jobholder is ______________, the jobholder may be bored on the job

overqualified

5th step of job enrichment (open feedback channels) can increase

perofrmance feedback and task significance

According to the Yerkes-Dodson law, arousal and performance are 1.positively related to each other. 2.negatively related to each other. 3.related in an inverted U fashion. not related to each other

related in an inverted U fashion.

®If the jobholder has an instrumental motivation toward work, the effectiveness of job enrichment will be _____________

significantly reduced

2nd step of job enrichment (combing tasks) can increase

skill variety and task identity

If an organization has a defender strategy, the primary job design should be ___________

specialized

The _____________________ should be the primary driver of how jobs are designed in an organization.

strategy of the organization

Which of the following is NOT true concerning the problems associated with job enrichment? 1.Supervisors welcome job enrichment. 2.Some workers may not want enriched jobs. 3.Unions resist job enrichment efforts. 4.Training and compensation costs for enriched jobs are very expensive. 5.In certain cases, jobs can be too enriched.

supervisors welcome job enrichment

1st step of job enrichment (form natural works units) can increase

task identity, task significance, and performance feedback.

3rd step of job enrichment (establish client relationships) can increase

task significance and performance feedback.

The more _______________determines what's to be done, how it's to be done, and when it's to be done, the more difficult it is to redesign jobs

technology

When there's a poor person-job fit and the jobholder is ______________, the jobholder may stress out on the job

underqualified

The fourth step of enriching. In this step, employees are given greater freedom in deciding various job matters

vertical loading

Which step of the job enrichment process is most important? 1.Form natural work units 2.Combine tasks 3.Establish client relationships 4.Vertical loading 5.Open feedback channels

vertical loading

If the jobholder has _________________ knowledge and skill levels, job enrichment is likely to fail

weak or marginal

according to the job characteristics model having a job high in skill variety, task variety, and task signficance will make you feel like

what you are doing is meaningful

according to the job characteristics model having a job high in autonomy will make you feel like

you are responsible for what happens on your job.