Job Design and Job Crafting

Task Identity

Doing a whole, identifiable piece of work start to finish

Personal outcomes of the job characteristics model

internal motivation, work performance, job satisfaction, low turnover/absences

Skill Variety

Being challenged to develop and use a range of skills

Job Design

The way employee's work is structured and executed

Autonomy

Discretion in decisions about what/when/how to do the work

Task Identity

Forming natural work units/teams improves this core dimension

Task Significance

Having an impact on the well being of others

Feedback

Having employees self test quality and providing real time data on the process improves this core dimension

Skill Variety

Multi-Tasking and Cross training improves this core dimension

Key Assumption of Job Design

Performance at work has more to do with how work is designed and managed than personal dispositions of employees

Task significance

Providing employees with client contact and customer feedback improves this core dimension

Autonomy

Setting clear goals but allowing employees to decide when, how, and what they do to reach them improves this core dimension

Job Characteristics Model Core Dimensions

Skill variety, task identity, task significance, autonomy, feedback

Elements of job crafting

Task crafting, cognitive crafting, relational crafting

Outcome Responsibility

This psychological state is created by the dimension of autonomy

Experienced Meaningfulness

This psychological state is created by the dimensions of skill variety, task identity, and task significance

Knowledge of Results

This psychological states is created by the dimension of feedback

Scientific Management

This term which Frederick Taylor created describes a management system of planned work focusing on improving efficiency. Workers received rewards and punishments based on their work. An example is "fordism" and the assembly line

Job Crafting

Using and altering elements of the job to make work more engaging and fulfilling. Changing formal design to better fit motives, strengths, passions.

Feedback

Work itself provides info about effectiveness and performance