Learning Objectives Discuss the background of job design as an approach to managing for high performance. Define the job enrichment and job characteristics.

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Presentation transcript:

Learning Objectives Discuss the background of job design as an approach to managing for high performance. Define the job enrichment and job characteristics approaches to job design. Present the quality of work life (QWL), sociotechnical, and high-performance work practices (HPWPs) approaches to job design. Explain goal-setting theory and guidelines from research. Describe the application of goal setting to overall systems performance.

Introduction Meta-analytic research findings support conventional wisdom: Good old work experience is related to job performance Research and practice perspective: Certain job designs and goal setting can enhance performance

Job Design Various approaches

Job Design Continued Background on job design Job enrichment Job rotation Job enlargement New challenges Job enrichment

Job Design Continued Job characteristics approach to task design - Hackman-Oldham model of work motivation

Job Design Continued Diagnosing and measuring task scope Motivational potential score (MPS)

Job Design Continued Practical guidelines for redesigning jobs

Job Design Continued Engagement, disengagement, and social information processing Three psychological conditions: engagement Perceived meaningfulness, safety, and availability Psychological disengagement: “going through the motions” while at work Social information processing – causes of attitudes, perceptions, and behaviors: Cognitive perceptions of the real task environment Past actions, reinforcements received, and learning experiences The information provided in the immediate social context

Quality of Work Life, Sociotechnical Design and HPWPs Quality of work life (QWL) Sociotechnical design High-performance work practices (HPWPs)

Goal Setting Theoretical background of goal setting Locke’s theory People strive to attain goals in order to satisfy their emotions and desires Goals provide a directional nature to people’s behavior and guide their thoughts and actions

Goal Setting Continued Major dimensions of goal-setting theory

Goal Setting Continued Refinements of goal-setting theory Research on the impact of goal setting Importance of specific goals Importance of difficult and challenging goals Goal acceptance, participation, and commitment Self-efficacy and goals

Goal Setting Continued Model for relating goals to performance and satisfaction

Goal Setting Continued Research on the impact of goal setting (continued) Objective and timely feedback Other moderators in goal setting A word of caution regarding goal setting

Goal Setting Continued Other theoretically related and performance management techniques Goal orientation Learning goal orientation Performance goal orientation Benchmarking Stretch targets Goal source

Goal Setting Continued Application to organizational system performance Management-by-objective (MBO)

Goal Setting Continued Impact on the psychological contract Goal setting – in general and management-by-objective in particular Create psychological contracts employees

Questions ?