14 Work Design

Describe the engineering approach to work design. Explore and evaluate the motivational approach to work design. Discuss and apply the principles of sociotechnical systems work design. Learn how to design work to meet technical and personal needs.

Work Design Approaches Engineering: Traditional Jobs & Groups High specification and routinization Low task variety and autonomy Motivational: Enriched Jobs High task variety and autonomy Feedback of results Sociotechnical: Self-Managing Teams Control over total task Multi-skilled, flexible, and self-regulating

The Engineering (Traditional)Approach Based on Scientific Management Highly specified behaviors Narrow range of skills Low levels of authority and discretion Highly repetitive Benefits Low selection and training costs High productivity High levels of control

The Motivational Approach Organization effectiveness is a function of member needs and satisfaction Seeks to improve employee performance and satisfaction by enriching jobs Provides opportunity for autonomy, responsibility, doing a complete job and performance feedback

Enriched Jobs Overview CORE JOB DIMENSIONS CRITICAL PSYCHOLOGICAL STATES PERSONAL AND WORK OUTCOMES High internal work motivation High quality work performance High satisfaction with the work Low absenteeism and turnover Skill Variety Task Identity Task Significance Experienced meaningfulness of the work Autonomy Experienced responsibility for outcomes of the work Feedback Knowledge of the actual results of the work activities INDIVIDUAL DIFFERENCES Knowledge and skill Growth-need strength Context satisfaction

Core Job Dimensions Skill Variety -- extent to which multiple skills are used Task Identity -- extent to which an individual works on a “whole” task Task Significance -- impact of the work on others Autonomy -- amount of discretion in the work Feedback from the Work Itself -- extent to which work provides information on effectiveness

Job Enrichment Application Stages Perform a thorough diagnosis Form natural work units Combine tasks Establish client relationships Vertical loading Opening feedback channels

Sociotechnical Systems Work Design Sociotechnical systems (STS) theory is based on two basic ideas: An organization or work unit is a combined, social-plus-technical system (sociotechnical) The system is open in relation to their environment and must interact with their environments to survive and develop Self-managed work teams is the most prevalent application of STS

Sociotechnical Systems Design Can work system be designed to better fit with the environment? Can work system be designed to better operate conversion process and control variances? Can work system be designed to better satisfy members’ needs?

Sociotechnical Systems Diagnosis Define the Work System Conduct an Environmental Analysis Conduct a Technical Analysis Conduct a Social Analysis

Model of Self-Managed Work Teams Team Task Design Team Functioning Team Performance and Member Satisfaction Team Process Interventions Organization Support Systems

Team Task Design and Development Whole and interdependent tasks Common mission and goals Requisite multi-skills Task and boundary control Feedback of results Minimum specification design Develop from narrow to broad boundaries for discretion

Team Process Interventions Promoting healthy interpersonal relationships Coordinating efforts Weighting member inputs and sharing knowledge Making good decisions Confronting and resolving conflicts

Organization Support Systems Recruitment and Selection Training Evaluation and reward systems Leadership support Use of freed-up time

Self-Managed Work Teams Application Stages Sanction the design effort Diagnose the work system Generate appropriate designs Specify support systems Implement and evaluate the work design Continual change and improvement

Designing Work for Technical and Personal Needs Technical Factors Technical interdependence: the extent to which cooperation among workers is required Technical Uncertainty: the amount of information processing and decision making among workers necessary to do the work Personal Need Factors Social Needs: the desire for significant social relationships Growth Needs: the desire for personal accomplishment, learning, and development

Work Designs that Optimize Technology Traditional Job Design Traditional Work Groups High Technical Uncertainty Low Enriched Jobs Self-Regulating Work Groups Low Technical Interdependence High

Work Designs that Optimize Personal Needs Traditional Job Design Traditional Work Groups High Growth Needs Low Enriched Jobs Self-Regulating Work Groups Low Social Needs High