Dimensions of job design

Alderfer, C.

Dimensions of job design

The common elements in human relations theory are the beliefs that Performance can be improved by good human relations Managers should consult employees in matters that affect staff Leaders should be democratic rather than authoritarian Employees are motivated by social and psychological rewards and are not just "economic animals" The work group plays an important part in influencing performance [12] See also: Sociotechnical systems Socio-technical systems aims on jointly optimizing the operation of the social and technical system; the good or service would then be efficiently produced and psychological needs of the workers fulfilled.

Another study conducted by Parsons and Broadbride also confirmed the two-factor theory and its effect on motivation.

job design example

In the past, the duties of secretarial positions included running errands for the supervisor, answering phones, scheduling appointments, and passing along messages. Journal of Applied Psychology, 73, In practice, the scientific method traditionally seeks the "one best way" to perform a job by performing time-and-motion studies to identify the most efficient movements for workers to make.

High level of specialization is intended to a allow employees to team a task rapidly; b permit short work cycles so that performance can be almost automatic and involve little or no mental effort; c make hiring easier because low-skilled people can be easily trained and paid relatively low wages; and d reduce the need for supervision, using simplified jobs and standardization.

job design and evaluation

Surveys were administered to prison staff at a state-run, high security facility. Employers should consider the motivating factors that would be present with re-designing the job to increase job motivation and potentially productivity.

Traditional job design

It remains to be seen whether the motivation of the older generations to continue working will be determined by task significance, meaningful contribution, or possibly both and whether all generations can effectively work together under the same job design or if designs will need to be altered Grant et al. This con be in the form of mentor schemes or regular check-ins with their line manager and team. Experts often examine these job design factors by means of time-and-motion studies, determining the time required to do each task and the movements needed to perform it efficiently. Health Care Benefits surrounding health and wellbeing are becoming increasingly popular, whether in the form of gym memberships, healthcare schemes or childcare vouchers, for example. What the researcher found was that intrinsic factors such as responsibility, self-development, and personal recognition increased job satisfaction and work motivation. Power to the people; The ladder. The more people are told about their performance, the more interested they will be in doing a good job. This empirical test yielded data that failed to confirm the Herzberg two-factor theory as well as the one-dimensional traditional theory of job satisfaction Ewen et al. They also strongly imply that discontented feelings towards intrinsic variables produce general dissatisfaction. Information input requirements: Is the amount of attention needed to perform this job fairly minimal? Provided by: TED. Extrinsic rewards such as time off, a bonus, or commission are also motivating. While popular media outlets have made claims that the Millennials, also known as Generation Y, hold fundamentally different values than the preceding generations, few empirical studies have been conducted to properly examine the differences they may have with regard to work motivations Grant et al. Such jobs tend to be highly specialized and repetitive.
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Motivating Employees Through Job Design