1. Managing Performance through Job Design and Goal Setting
Chapter Fifteen
Managing Performance through Job Design and Goal Setting

2. 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) and sociotechnical approaches to job design
Explain goal-setting theory and guidelines from research
Describe the application of goal setting to overall systems performance

3. Various Approaches To Job Design
Job Engineering
Quality of
Work Life
Job
Design
Job
Enrichment
Social Information
Processing
Job
Characteristics

4. The Hackman-Oldham Job Characteristics Model Of Work Motivation
CORE JOB
CHARACTERISTICS
CRITICAL
PSYCHOLOGICAL
STATES
PERSONAL
AND WORK
OUTCOMES
Variety of skill
Identity of the task
Significance of the task
High internal
work motivation
High-quality
work performance
High satisfaction
with the work
Low turnover
and absenteeism
Experienced meaningfulness
of the work
Autonomy
Experienced responsibility
for work outcomes
Feedback
Knowledge of results
from work activities
Moderated by
employee growth-
need strength

5. Formula For Motivating Potential Score (MPS)
skill variety + task identity + task significance 3
) x autonomy x feedback

6. Specific Guidelines For Redesigning Jobs
CORE JOB CHARACTERISTICS
GUIDELINES FOR PRACTICE
SKILL VARIETY
Provide cross training
Expand duties requiring more skills
TASK IDENTITY
Give projects a deadline for completion
Form self-contained work modules
TASK SIGNIFICANCE
Communicate importance of the job
Enhance image of the organization
AUTONOMY
Empower to make decisions
Give more responsibility/accountability
FEEDBACK
Implement information systems
Supervisors give objective, immediate
information on how employee is doing

7. Locke’s Goal-Setting Theory Of Work Motivation
Values and
value judgments
Emotions
Intentions
or GOALS
Responses,
action, or
performance
Consequences,
feedback, or
reinforcement

8. The Application Of Goal Setting To
System Performance
Set overall
objectives and
action plans 1
>
Develop the
organization 2
>
Conduct final
appraisal of
results 5
>
Set individual
objectives and
action plans 3
>
Conduct periodic
appraisal and provide
feedback on progress;
make adjustments 4
>