Job
a set of specified work and task activities that engage an individual i an organization
Work
mental or physical activity that has productive results
Meaning of Work
the way a person interprets and understands the value of work as part of life
Job Enlargement
a method of job design that increases the number of activities in a job to overcome the boredom of overspecialized work
Job Rotation
a variation of job enlargement in which workers are exposed to a variety of specialized jobs over time
Job Characteristics Model
a framework for understanding person-job fit through the interaction of core job dimensions with critical psychological states within a person
Job Diagnostic Survey (JDS)
the survey instrument designed to measure the elements in the Job Characteristics Model
Job Enrichment
designing or redesigning jobs by incorporating motivational factors into them
Motivating Potential Score (MPS)
indicates a job's potential for motivating incumbents
Social Information Processing Model
(SIP Model)
a model that suggests that the important job factors depend in part on what others tell a person about the job
Growth-need Strength
desire to grow and fully develop one's abilities
Engagement
the expression of oneself as one performs in work or other roles
Ergonomics
the science of adapting work and working conditions to the employee or worker
Technocentric
placing technology and engineering at the center of job design decisions
Anthropocentric
placing human considerations at the center of job design decisions
Telecommuting
employees work at home or in other locations geographically separate from their company's main location
Job Sharing
an alternative work pattern in which more than one person occupies a single job
Virtual Office
a mobile platform of computer, telecommunication, and information technology services
Technostress
the stress caused by new and advancing technologies in the workplace
6 Patterns Used to Define Work
A: value comes from performance, accountability is important (Japan #2)
B: provides positive personal affect and identity (The Netherlands, Belgium & The US)
C: profit accrues to others by work performance (Israel)
D:Physical activity directed by others a
Interdisciplinary Framework
allows the job designer or manager to consider trade-offs and alternatives among the approaches based on desired outcomes
4 Approaches of Interdisciplinary Framework
Mechanistic, Motivational, Biological,Perceptual/Motor
Japanese Approach to Work
emphasis performance, accountability, and other self directedness
German Approach to Work
previously emphasis on technology and engineering at the center of job design (technocentric) recently emphasis on placing human considerations at the center of job design decisions (anthropocentric)
Scandinavian Approach to Work
emphasis on a work design model that encourages a high degree of worker control and a good social support system
Job Control is managed by
1) giving workers the opportunity to control several aspects of the work
2) designing machines and tasks with optimal response times
3) implementing performance monitoring systems as a source of relevant feedback to workers
Uncertainty is managed by
1) providing employees with timely and complete information needed for their work
2) making clear and unambiguous work assignments
3) improving communication at shift change time
4) increasing employee access to information resources
Conflict is managed by
1) participative decision making t
2) using supportive supervisory styles
3) having sufficient resources available to meet work demands
5 Contemporary Issues in The Design of Work
telecommuting, alternative work patterns, technostress, task revision and skill development
4 Traditional Approaches to Job Design
scientific management, job enlargement/job rotation, job enrichment, job characteristic theory
Scientific Management
emphasizes work simplification, limited tasks, and each task is specific
Flex Time
an alternative that enables employees to set their own daily work schedule
Task Revision
an innovative way to modify an incorrectly specified role or job assumes that organizational roles and job expectations may be correctly or incorrectly defined
Counter Role Behavior
a deviant behavior in either a correctly or incorrectly defined job or role