Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Do you really want to delete this prezi?
Neither you, nor the coeditors you shared it with will be able to recover it again.
Make your likes visible on Facebook?
Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.
Job Design for Motivation
Transcript of Job Design for Motivation
Bryan Paul Clemente
Job simplification- pursues task efficiency by reducing the number of tasks one person must do. Job simplification is based on principles drawn from scientific management and industrial engineering. Tasks are designed to be simple, repetitive, and standardized.
It is systematically moves employees from one job to another, thereby increasing the complexity of any job.
Job rotation still takes advantage of engineering efficiencies, but it provides variety and stimulation for employees.
Combines a series of tasks into one new, broader job. This type of design is a response to the dissatisfaction of employees with oversimplified jobs.
Job Design for Motivation
JOB in an organization is a unit of work that a single employee is responsible for performing.
Job design- is the application of motivational theories to the structure of work for improving productivity and satisfaction.
Recall the discussion of Maslow's need hierarchy and Herzberg's two-factor theory.
Job enrichment incorporates high-level motivators into the work, including job responsibility, recognition, and opportunities for growth, learning and achievements.
Job Characteristics Model
One significant approach to job design is the job characteristics model developed by Richard Hackman and Greg Oldham.
Core Job Dimensions
Hackman and Oldham identified five dimensions that determine a job's motivational potential:
The degree to which employee performs a total job with a recognizable beginning and ending.
The degree which the job is perceived as important and having impact on the company or consumers.
The degree to which the worker has freedom, discretion, self-determination in planning and carrying out tasks.
The extent to which doing the job provides information back to the employee about his or her performance.
The number of diverse activities that compose a job and the number of skills used to perform it.
Critical Psychological States
The model posits that core job dimensions are more rewarding when individuals experience three psychological states in response to job design. in the Job Characteristics Model, skill variety, task identity, and task significance tend to influence the employee's psychological state of experienced meaningfulness of work.
Personal and Work Outcomes
The impact of 5 job characteristics on the psychological states of experienced meaningfulness, responsibility, and knowledge of actual results leads to the personal and work outcomes of high work motivation, high work performance, high satisfaction, and low absenteeism and turnover.
Employee Growth-Need Strength
The final component of the job characteristics model is called employee growth-need strength, which means that people have different needs for growth and development. if a person wants to satisfy low level needs, such as safety and belongingness.