hbo (lessons 3-4)

The process of creating jobs that enable the organization to achieve its goals while motivating and rewarding employees.

Job Design

Impact of Job Design: (4)

• High motivation and productivity

• High quality of work

• High job satisfaction

• Low absenteeism and turnover

Developed by J. Richard Hackman and Greg R. Oldham, the model explains how specific job characteristics create conditions for internal motivation and positive work outcomes.

Job Characteristics Model

Five Core Job Characteristics/Core Job Dimensions:

1. Skill Variety

2. Task Identity

3. Task Significance

4. Autonomy

5. Feedback

Critical Psychological States: (3)

• Experienced meaningfulness

• Experienced responsibility for outcomes

• Knowledge of results

Experienced meaningfulness: (3)

• Skill Variety

• Task Identity

• Task Significance

Experienced responsibility for outcomes

Autonomy

Knowledge of results

Feedback

Outcomes: (4)

• High intrinsic work motivation

• High quality of job performance

• High job satisfaction

• Low absenteeism and turnover

the number of things the employee does

Skill Variety

the portion of the job the employee does

Task Identity

the importance of the things the employee does

Task Significance

the control the employee has over the work

Autonomy

How much does the employee know about how well the job is being done

Feedback

(Skills, values, knowledge, and growth needs) can affect how strongly employees respond.

Individual Differences

Why Employee Participation Matters? (3)

• Provides practical knowledge

• Builds ownership

• Improves communication

Employees see real issues and can suggest realistic solutions.

Provides practical knowledge

People support decisions they help create.

Builds ownership

Creates a space to discuss problems before they grow.

Improves communication

Job Design Approaches: (4)

1. Job Rotation

2. Team-Based Design

3. Job Enrichment

4. Job Enlargement

Move between different tasks or positions.

Job Rotation

Organize work around teams

Team-Based Design

More responsibility, autonomy, decision-making.

Job Enrichment

More tasks at the same level of responsibility.

Job Enlargement

is a response when perceived demands exceed, or may exceed, available resources to cope.  

Stress

Common Stressors: (10)

• Heavy workloads

• Tight deadlines

• Role ambiguity

• Conflicting responsibilities

• Lack of control

• Difficult relationships

• Job insecurity

• Poor conditions

• Insufficient resources

• Work-life imbalance

Effects of Workplace Stress: (4)

• Physical

• Psychological

• Behavioral

• Organizational

Fatigue, sleep problems, headaches, other symptoms

Physical

Irritability, poor concentration, anxiety, frustration, reduced well-being

Psychological

Less productivity, withdrawal, more mistakes, absenteeism.

Behavioral

Lower performance, reduced satisfaction, conflict, turnover.

Organizational

• is not always the employee's fault.

• Organizational systems, workload, management practices, job design, and relationships also contribute.

Stress

Stress Management: Individual Strategies (5)

• Manage time and set priorities

• Take breaks

• Maintain healthy routines

• Build coping skills

• Seek support when needed

Stress Management: Organizational Strategies (7)

• Review workloads

• Improve communication

• Provide resources

• Clarify roles

• Allow flexibility

• Supportive supervision

• Redesign jobs when needed