Class 5b: Job Design & Job Crafting (Ch. 6)

Goal-setting theory takeaways

-Assumption: Properties of the task itself (rather than basic principles) drive motivation -Pros: Very applicable to business settings. Managers can impact goals and goal setting -Con: Dangerous if applied simplistically: Providing false sense of participation. Curvilinear effect of challenge on performance (i.e., challenging is good, impossible is de-motivating). Goals can conflict 15 MGT 3680:

Key takeaways

-Job design helps us to think concretely about the human dimensions of work. • Skylab illustrates tension between designs for efficiency (technology friendly) and designs for effectiveness (human friendly). -Job characteristics model helpful with understanding intrinsic motivation. • Theories of motivation and reward systems (e.g., Maslow's hierarchy of needs, equity theory, reinforcement theory, etc.) helpful with understanding extrinsic motivation. -Job crafting recognizes how employees can redesign their own jobs (without being at the mercy of managers).

Goal-setting theory: • When are goals more effective? • What is a SMART goal? -• What are potential downsides to goal setting?

-Properties of the task motivate us: Process: How are goals set? Content: What are the goals? Feedback: How am I doing? -Smart, Measurable, Aggressive, Realistic, Time-bound -"Goals can have systematic, negative effects and can focus attention too narrowly, increase risk taking, and lead to unethical behavior"

Job enlargement

Allowing workers more control over how they perform tasks

What is job crafting?

Captures the active changes employees make to their own job designs in ways that can bring out numerous positive outcomes (e.g., job satisfaction, engagement, thriving, resilience, etc.). Note: Whereas classic job design (e.g., Job Characteristics Model) focuses on the top-down process of managers designing jobs for their employees, job crafting focuses on the bottom-up process of employees redesigning their own jobs.

Relational crafting

changing your relationships at work. • Alter the nature or extent of your interactions with other people.

Job characteristics model:

core job dimensions: o skill variety o task identity o task significance o autonomy o feedback critical psychological states: o meaningfulness o responsibility o knowledge of results

Job specialization

Break down jobs into their simplest components Assign tasks so each employee performs a select number of tasks in a repetitive manner Alternatives to job specialization: job rotation, job enrichment, job enlargement

Job enrichment

Expanding the tasks performed by employees to add more variety

What is job design?

The way work is structured and executed Intrinsic - through work

What are some individual outcomes of job crafting?

Lasts longer, bigger effect, more difficult to implement

o How would you calculate the MPS of a given job?

MPS = Meaningfulness of work × autonomy × feedback

• What is the motivating potential score (MPS)?

Motivating Potential Score is an integrated tool used by work evaluators to assess the capacity of a job to motivate

Job rotation

Moving employees from job to job at regular intervals

What are three forms of job crafting in which employees can engage?

Task crafting Relational crafting Cognitive crafting

• Growth need strength

The strength of a person's need for personal accomplishment, learning, and development"

Cognitive crafting

altering how you perceive your job. • Reframe how you perceive tasks. • Think about tasks in your job as a collective whole as opposed to a set of separate tasks

Task crafting

altering the boundaries of your job. • Take on more or fewer tasks. • Expand or diminish the scope of tasks. • Change how you perform tasks.