Professional Documents
Culture Documents
CH 07
CH 07
7
MOTIVATION TOOLS I: JOB DESIGN AND GOAL SETTING
Job Design
Definition: The process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks. Early approaches:
Scientific Management Job Enlargement Job Enrichment
Scientific Management
A set of principles and practices designed to increase the performance of individual workers by stressing job simplification and job specialization. Job simplification: The breaking up of the work that needs to be performed in an organization into the smallest identifiable tasks. Job specialization: The assignment of workers to perform small, simple tasks. Time and motion studies: Studies that reveal exactly how long it takes to perform a task and the best way to perform it.
Copyright 2002 Prentice-Hall
Scientific management focuses exclusively on extrinsic motivation and ignores the important role of intrinsic motivation. Specific disadvantages:
Workers may feel that they have lost control over their work behaviors. Workers may feel as if they are part of a machine and are treated as such. Workers have no opportunity to develop and acquire new skills.
Copyright 2002 Prentice-Hall
Job Enlargement
Increasing the number of tasks a worker performs but keeping all of the tasks at the same level of difficulty and responsibility; also called horizontal job loading. Advantage: Adds variety to a workers job. Disadvantage: Jobs may still be simple and limited in how much control and variety workers have.
Copyright 2002 Prentice-Hall
Job Enrichment
Increasing a workers responsibility and control over his or her work; also called vertical job loading. Ways of enriching jobs:
Allow workers to plan their own work schedules. Allow workers to decide how the work should be performed. Allow workers to check their own work. Allow workers to learn new skills.
Critical psychological states Consequences: work and personal outcomes Individual differences
Copyright 2002 Prentice-Hall
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Example
A production worker is responsible for assembling a whole bicycle, not just attaching the handlebars. A computer programmer handles all programming requests from one division instead of one type of request from several different divisions. A truck driver who delivers photocopiers not only sets them up but also trains customers in how to use them, handles customer billing, and responds to customer complaints. A corporate marketing analyst not only prepares marketing plans and reports but also decides when to update and revise them, checks them for errors, and presents them to upper management. In addition to knowing how many claims he handles per month, an insurance adjuster receives his clients responses to follow-up questionnaires that his company uses to measure client satisfaction.
Feedback
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Experienced responsibility for work outcomes outcomes: The extent to which workers feel personally responsible or accountable for their job performance.
Autonomy
Knowledge of results The degree to which results: workers know how well they perform their jobs on a continuous basis.
Feedback
Copyright 2002 Prentice-Hall
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Advice to Managers
Realize that increasing subordinates intrinsic motivation decreases your need to closely supervise subordinates and frees up your time for other activities. To increase levels of intrinsic motivation and job satisfaction, increase levels of the five core dimensions. Do not redesign jobs to increase levels of the five core dimensions if workers do not desire personal growth and development at work. Before any redesign effort, make sure that workers are satisfied with extrinsic job outcomes. If workers are not satisfied with these factors, try to increase satisfaction levels prior to redesigning jobs. Make sure that workers have the necessary skills and abilities to perform their jobs. Do not redesign jobs to increase levels of the core dimensions for workers whose skills and abilities are already stretched by their current jobs. Periodically assess workers perceptions of the core dimensions of their jobs as well as their levels of job satisfaction and intrinsic motivation.
Copyright 2002 Prentice-Hall
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Advice to Managers
Place newcomers into work groups whose members like their jobs and are intrinsically motivated and satisfied. Avoid placing newcomers into work groups whose members are disgruntled and dissatisfied. When you assign workers to supervise or help train a newcomer, pick workers who are satisfied with and intrinsically motivated by their jobs and who are high performers.
Copyright 2002 Prentice-Hall
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Goal Setting
Goal: What an individual is trying to accomplish through his or her behavior and actions. Goal Setting Theory: A theory that focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and why goals have these effects. Goal setting can operate to enhance both intrinsic motivation (in the absence of any extrinsic rewards) and extrinsic motivation (when workers are given extrinsic rewards for achieving their goals).
Copyright 2002 Prentice-Hall
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Difficulty
Should be hard but not impossible for most workers to achieve
Acceptability
Especially important when managers set goals for subordinates
Feedback
So that workers know how well they are doing
Copyright 2002 Prentice-Hall
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Advice to Managers
1. Be sure that a workers goals are specific and difficult, whether set by you, by the worker, or by both of you. 2. Express confidence in your subordinates abilities to attain their goals, and give subordinates regular feedback on the extent of goal attainment. 3. When workers are performing difficult and complex tasks that involve learning, do not set goals until the workers gain some mastery over the task.
Copyright 2002 Prentice-Hall