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Job Design
Post: #1

Job Design


.ppt  Job Design (1).ppt (Size: 180 KB / Downloads: 59)


Scientific Management


First. Find, say, ten or fifteen different men (prefereably in as many separate establishments and parts of the country) who are especially skilful in doing the particular work to be analyzed.
Second. Study the exact series of elementary operations or motions which each of these men uses in doing the work which is being investigated, as well as the implements each man uses.
Third. Study with a stop-watch the time required to make each of these elementary movements and then select the quickest way of doing each element of the work.
Fourth. Eliminate all false movements, slow movements, and useless movements.
Fifth. After doing away with all unnecessary movements, collect into one series the quickest and best movements as well as the best implements.



Psychological States: Definitions



Experienced Meaningfulness of the Work: The degree to which the individual experiences the job as one which is generally meaningful, valuable, and worthwhile
Experienced Responsibility for Work Outcomes: The degree to which the individual feels personally accountable and responsible for the results of the work he or she does
Knowledge of Results: The degree to which the individual knows and understands, on a continuous basis, how effectively he or she is performing the job.


Motivating Potential Score (MPS)


A way to combine the five core job characteristics to give a single index of the overall potential of a job to promote work motivation.



Individual Growth Need Strength

Differences among people moderate how they react to their work
Prediction: People who have high need for personal growth and development will respond more positively to a job high in motivating potential than people with low growth need strength.
Post: #2

Job design (also called job design or task design) is a key function of human resource management and is related to the specification of content, methods and the ratio of jobs to technological and organizational requirements, personal of the holder of the employment. Its principles are oriented towards the way in which the nature of a person's work affects their attitudes and behaviors at work, particularly in relation to characteristics such as variety of skills and autonomy. The goal of an employment design is to improve job satisfaction, improve performance, improve quality and reduce employee problems (eg, grievances, absenteeism).

The characteristic work theory proposed by Hackman and Oldham (1976) stated that work must be designed to have five basic characteristics of work, which engender three critical psychological states in individuals-experiencing meaning, feeling responsible for results and understanding the results of their efforts. In turn, these psychological states were proposed to improve employees' intrinsic motivation, job satisfaction, quality of work and performance, while reducing turnover.
 

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