2. Managing Performance through Job Design and Goal Setting15
Managing Performance
through Job Design
and Goal Setting

3. 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.

4. Starting with Best-Practice Leader’s Advice
Goldman Sachs’ Steve Kerr on Designing Jobs and Setting Goals for Performance Improvement
Chief learning officer and managing director
Previously VP of corp leadership development & CLO at GE
Draws on academics and real-world experiences
GE workout program
Reduces work load by getting rid of red tape and minutia
Has gone through a series of changes
More exposure to team practices at GE
Boundaryless organization perspective
Stretch goals are destructive
Don’t set goals that stress people

5. Job Design Background on Job Design Job Enrichment Job Rotation
Job Enlargement
New Challenges
Job Enrichment

6. Job Design
(Continued)

7. Job Design The Job Characteristics Approach to Task Design
(Continued)
The Job Characteristics Approach to Task Design
Diagnosing and Measuring Task Scope
Practical Guidelines for Redesigning Jobs
Engagement, Disengagement, and Social Information Processing

8. Job Design
(Continued)

9. Job Design
(Continued)

10. Quality of Work Life, Sociotechnical Design, and HPWPs
Quality of Work Life (QWL)
Sociotechnical Design
High-Performance Work Practices (HPWPs)

11. Goal Setting Theoretical Background of Goal Setting
Major Dimensions of Goal-Setting Theory
Refinements of Goal-Setting Theory

12. Goal Setting
(Continued)

13. Goal Setting Research on the Impact of Goal Setting
(Continued)
Research on the Impact of Goal Setting
The Importance of Specific Goals
The Importance of Difficult and Challenging Goals
Goal Acceptance, Participation, and Commitment
Self-Efficacy and Goals

14. Goal Setting
(Continued)

15. Goal Setting Research on the Impact of Goal Setting (continued)
Objective and Timely Feedback
Other Moderators in Goal Setting
A Word of Caution Regarding Goal Setting

16. Goal Setting
(Continued)
Other Theoretically Related and Performance Management Techniques Associated with Goal Setting
The Application of Goal Setting to Organizational System Performance
Impact on the Psychological Contract

17. Goal Setting
(Continued)

18. ?
Questions