Motivational Strategies Job Design Strategy and job design

Motivational Strategies: Job Design • • • Strategy and job design Factors influencing job design Individual approaches to job design Group approach to job design Re-engineering

Strategy & Job Design • Responsive to strategic goals of – Working faster – Higher quality work – Cost containment – Innovation • Goals of redesign – Improved flow of work – Enhanced employee involvement & initiative

Factors Influencing Design • Environmental factors – Regulatory issues – Social issues • Organizational factors – Automation – Technology – Cross-functional Integration • Behavioral – Skill mix & level

Individual Approaches • Socio-technical (A systems approach) • Job enrichment & enlargement • Job characteristics model – Critical psychological states – Core job characteristics – Personal & work outcomes – Growth needs

Hackman & Oldham’s Job Characteristics Model Core Dimensions Skill Variety Task Identity Task Signif. Psychological States Meaningfulness of Work Autonomy Responsibility for outcomes Feedback Knowledge of Results Outcomes High intrinsic motivation High job perormance High job satisfaction Low absentee ism & turnover

Implementing Concepts for the Job Characteristics Model • Combine tasks: Effects skill variety, task identity, & task significance • Give workers contact with customers: Effects skill variety, autonomy, feedback • Vertically load jobs: Effects autonomy • Open feedback channels: Effects feedback

Designing Jobs for Teams • Team has to be an identifiable group, doing a specified piece of work, and be self-managing or autonomous • Key behaviors: Ask for ideas, give suggestions, . listen to others, share information, help others • Manager’s role: Make alterations needed for effective group performance, consult

Re-engineering • Examines business and manufacturing processes, end to end. • Goals – Reduce number of steps and defragment work – Group people together who need to be – Reduce cycle times and cost – Innovation – Flexibility

Backwards & Forwards • Summing up: In today’s session we explored job design as a way of engaging and motivating employees. After considering the strategic angle and external influences, we examined individual and group approached to design. Last we looked at the goals of reengineering and when to use it. • Looking ahead: Next time we take up the issue of unions and labor relations