Job Design Lecture #10. Job Design Job Characteristics Model Hackman-Oldham Model Job Description Index Model of Job Design Model of Job Redesign.

Slides:



Advertisements
Similar presentations
Hackman & Oldham’s Job Characteristics Model Core DimensionsPsychological StatesOutcomes Skill Variety Task Identity Task Signif. Autonomy Feedback Meaningfulness.
Advertisements

7-1©2005 Prentice Hall 7: Creating a Motivating Work Setting Chapter 7: Creating a Motivating Work Setting Organizational Behavior 4th Edition JENNIFER.
Topics we will cover Chapter 8 The job characteristics model
Motivation III Motivation in practice Organizational Behaviour The Individual.
Organization Development and Change Thomas G. Cummings Christopher G. Worley Chapter Sixteen: Work Design.
Motivation III Motivation in practice Organizational Behaviour The Individual.
Motivation III Motivation in practice Organizational Behaviour The Individual.
MOTIVATIONMOTIVATION MOTIVATION DEFINED  Willingness to exert high levels of effort to reach organizational goals.
GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION
Organizational Attitudes & Behavior Organizational Attitudes –Job Satisfaction –Organizational Commitment –Job Involvement –Organizational Justice Organizational.
Chapter 4 Job Analysis.
© 2001 by Prentice Hall and Prof Anne Tsui 2-1 Sept 10, 2002 Determining HR needs and Designing Jobs.
McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved Chapter Fifteen Managing Performance through Job Design and Goal Setting.
GOAL SETTING AND JOB DESIGN APPROACHES TO MOTIVATION
7-1©2005 Prentice Hall 7 Creating a Motivating Work Setting Chapter 7 Creating a Motivating Work Setting.
Cognitive Theories of Motivation
6-1 McGraw-Hill/Irwin Human Relations, 3/e © 2007 The McGraw-Hill Companies, Inc. All rights reserved.
Job and Organizational Design
Developing a Work-Unit Analysis
Organization Development and Change Thomas G. Cummings Christopher G. Worley Chapter Sixteen: Work Design.
MOTIVATION.
Organization Development and Change
Dessler, Cole and Sutherland Human Resources Management in Canada Canadian Ninth Edition Chapter Three Designing and Analyzing Jobs © 2005 Pearson Education.
Dessler, Cole, Goodman and Sutherland Fundamentals of Human Resources Management in Canada Chapter Three Designing and Analyzing Jobs © 2004 Pearson Education.
Agenda zAnnouncements zMini-Lecture on Job Design zJob Design Activity zReengineering and TQM 6J:130 4/11/00.
LECTURE 9 APPLYING MOTIVATION THEORIES: JOB DESIGN AND EMPOWERMENT.
1 Job Satisfaction (special thanks to Geoff Leese)
Motivation - Applications. Job Characteristics Model Any job can be described in terms of FIVE job dimensions: The degree to which the job requires a.
Job and Organizational Design. Approaches to Job Design Work Simplification –Advocated by Frederick Taylor Break jobs down into simple components (small.
CstM Management & Organization
Job Design and Involvement
Chapter 13, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Ninth Canadian Edition Copyright © 2009 Pearson Education Canada Designing.
Chapter 14 Work Motivation
Chapter 4 Learning Objectives
Job Design Chapter 11 Lawrence Erlbaum Associates, Publisher, Copyright
1-1 McGraw-Hill/Irwin ©2008 The McGraw-Hill Companies, All Rights Reserved Human Resource Management Gaining a Competitive Advantage Chapter 4 The Analysis.
Introduction to Industrial/Organizational Psychology by Ronald Riggio
Job design What is job design and why is it important?
7.
Extrinsic Extrinsic Instrinsic Instrinsic. Types of Rewards Extrinsic Extrinsic Instrinsic Instrinsic.
Motivational Strategies: Job Design Strategy and job design Factors influencing job design Individual approaches to job design Group approach to job design.
Managing the Structure, Flow, and Design of Work.
Chapter 9b Job design and work organization Source: Bettman/Corbis.
Need Theories of Motivation Maslow’s Need Hierarchy Theory Maslow’s Need Hierarchy Theory –Physiological –Safety –Love –Esteem –Self- Actualization Britt.
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Organizational Design, Diagnosis, and Development Session 20 Techno-structural Interventions, III Work Design.
Chapter 6 Jobs & the Design of Work. Job Compared to Work Job - a set of specified work and task activities that engage an individual in an organization.
Work Design.
Organizations Behavior Structure Processes Tenth Edition Gibson Ivancevich Donnelly Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc Chapter.
12 Chapter Motivation McGraw-Hill© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
Human Resources Frame. Human Resource Assumptions Organizations exist to serve human needs People and organizations need each other When the fit between.
Managing Performance through Job Design and Goal Setting
Chapter 5 Motivation at Work
CHAPTER TEN Designing Adaptive
Diagnosing Groups and Jobs
Designing and Analyzing Jobs
To A Session On Job Design Welcome
Job Design (Discussion Note) 2017 BKB/NASC/ADV.HRM/2017.
Hackman & Oldham’s Job Characteristics Model
Organization Development and Change
14 Work Design.
Managing Work Flows Chapter 2 – Part 1
Managing Work Flows Chapter 2 – Part 1
Comparing Among Content Theories
The Job Characteristics Theory of Work Motivation
Hackman & Oldham’s Job Characteristics Model
Introduction to Industrial/Organizational Psychology by Ronald Riggio
Designing Work Systems
Job Characteristics Model (JCM)
Chapter 12 Motivation.
Presentation transcript:

Job Design Lecture #10

Job Design Job Characteristics Model Hackman-Oldham Model Job Description Index Model of Job Design Model of Job Redesign

“Hackman’s Model” The most cited study in the Organizational Behavior literature

Hackman’s Research Question: Why do some people work harder than others?

Core Job Dimensions Skill Variety Task Identity Task Significance Autonomy Feedback from the Work Itself

3 Critical Psychological States Experienced Meaningfulness of the Work Experienced Responsibility for Work Outcomes Knowledge of Actual Results

4 Personal & Work Outcomes High Internal Work Motivation Increased Performance High Satisfaction Low Absenteeism & Turnover

New Age?

N.E.W. A.E.J.

Not Everyone Wants An Enriched Job

Growth Need Strength (G.N.S.)

Feedback: Privacy Policy Feedback
Do Not Sell My Personal Information
About project: SlidePlayer Terms of Service

© 2024 SlidePlayer.com. Inc. All rights reserved.