31 terms

Chapter 6: Job design

STUDY
PLAY
- process by which managers decide individual job tasks and authority
Job design
process by which managers reconsider what employees are expected to do
Job redesign
management philosophy that
Enhances the dignity of all workers
Introduces cultural change in an organization
Improves the physical and emotional well-being of employees
Quality of work life
...
Personal Behavior Outcomes
...
Objective Outcomes
...
Job Satisfaction Outcomes
...
Intrinsic and Extrinsic Outcomes
result of job analysis
Job description
purpose is to provide an objective description of the job itself
Job analysis
Refers to the activities required of the job
Job Content
takes into account human characteristics as well as task and technological factors of jobs and job classes
Position analysis questionnaire
Refer to education, experience, licenses, and other personal characteristics an individual needs to perform the job content
Job Requirements
Job context refers to factors such as the:
Physical demands and working conditions of the job
Degree of accountability and responsibility
Extent of supervision required or exercised
Consequences of error
Job context describes the environment within which the job is to be performed
Job Context
Number of tasks a person is expected to perform while doing a job
The more tasks required, the greater the job range
Job range
Degree of influence or discretion that an individual possesses to choose how a job will be performed
Job depth
Determined by managers' decisions regarding departmentalization bases and spans of control
Job Relationships
specific job activities and general job characteristics as perceived by individuals performing the job
Perceived job content
the extent to which a job requires a person to use a wide range of different skills and abilities
skill variety
the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end
task identity
the extent to which a job affects the lives of other people, whether inside or outside the organization
task significance
the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them
autonomy
the extent to which workers receive clear, direct information about how well they are performing the job
feedback
Moving individuals from one job to another
Individual completes more job activities because each job includes different tasks
Involves increasing the range of jobs and the perception of variety in job content
Job Rotation
Increasing the number of tasks for which an individual is responsible
Increases job range, but not depth
Job Enlargement
The practice of increasing discretion individuals can use to select activities and outcomes
Increases job depth and accordingly fulfills growth and autonomy needs
: Job Enrichment
Refers to the team's ability to
set its own objectives
coordinate its own activities
resolve its own internal conflicts
Self-management
The degree to which all members of the team are encouraged and allowed to participate in decisions
Participation
The extent to which team members are given the opportunity to perform a variety of tasks and use different skills
Task variety
The degree to which the team's work is valued and has significance for both internal and external stakeholders of the organization
Task significance
The degree to which a team completes a whole and separate piece of work and has control over most of the resources necessary to accomplish its objectives
Task identity
refers to an employee's:
links with other people and teams within the organization
perceptions of their fit with their job, organization, and community
sacrifices that would be made if he/she left the job
Job embeddedness
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