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CHAPTER 5
Job Design andWork Schedules
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Learning Objectives
1 Identify the major dimensions of job design.
2 Describe job enrichment, including the jobcharacteristics model.
3 Describe job involvement, enlargement, and rotation.
4 Explain how workers use job crafting to modify their jobs.
5 Illustrate how ergonomic factors can be part of jobdesign.
6 Summarize the various modified work schedules.
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1. Major Dimensions Of Job Design
a. Job design: The process of laying out job
responsibilities and duties and describinghow they are to be performed.
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b. Major Dimensions Of Job Design
i. Task Characteristics
Work-scheduling autonomy
Decision-making autonomy
Work-methods autonomy
Task variety
Task significance Task identity
Feedback from the job
ii. Knowledge Characteristics
Job complexity
Information processing
Problem solving
Skill variety
Specialization
i. Social Characteristics
Social support
Initiated interdependence
Received interdependence
Interaction outside
organization Feedback from others
ii. Contextual
Characteristics Ergonomics
Physical demands
Work conditions
Equipment use
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c. Job Specialization and Job Design
A major consideration in job design is howspecialized the jobholder must be.
Job specialization is the degree to which a jobholder performs only a limited number of tasks.
High occupational-level versus first occupational-level specialists
A generalized job requires the handling of many different tasks.
Top-level versus first occupational-level generalist
Advantages and Disadvantages of JobSpecialization
Automation and Job Specialization
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d. Job Description and Job Design
Before choosing a job design, managersand human resource professionalsdevelop a job description.
The job description is a written
statement of the key features of a joband the activities required to perform iteffectively.
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2. Job Enrichment And The JobCharacteristics Model
Job enrichment is an approach to includingmore challenge and responsibility in jobs to makethem more appealing to most employees.
At its best, job enrichment gives workers a senseof ownership, responsibility, and accountability fortheir work.
The general approach to enriching a job is to buildinto it more planning and decision making,controlling, and responsibility.
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Characteristics and Consequencesof an Enriched Job
Characteristics1. Direct feedback
2. Client relationships
3. New learning
4. Control over method
5. Control over scheduling
6. Unique experience
7. Control over resources
8. Direct communicationauthority
9. Personal accountability
Increased jobsatisfaction andproductivity
Consequences
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Job Characteristics Model: a method of job enrichment thatfocuses on the task and interpersonal dimensions of a job
Strength of employee growth
need
Core JobCharacteristics
CriticalPsychological
StatesOutcomes
Experiencedmeaningfulness of work
Experiencedresponsibility forwork outcomes
Knowledge of actual results of work activities
Skill variety
Task identity Task significance
Autonomy
Feedback from job
High internalwork motivation
High general jobsatisfaction
High “growth”satisfaction
Low turnover andabsenteeism
High-quality work performance
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3. Job Involvement, Enlargement, andRotation
Three less complicated procedures which can be used toimprove the motivational aspects of job design.
Job Rotation Temporary switching of job assignments
Job 1 Job 2 Job 3 Job 4
Job Enlargement Increasing the number and variety of
tasks within a job
6 tasks10
tasks
Job I nvolvement Degree to which individuals identify
psychologically with their work
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How Involved Are You?
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How Involved Are You?
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4. Job Crafting And Job Design
Job crafting refers to the physical and mental changesindividuals make in the task or relationship aspects of their job. The most frequent purpose of crafting is tomake the job more meaningful or enriched.
Three common types of job crafting include
i. the number and types of job tasks,
ii. the interactions with others on the job,
iii. one’s view of the job.
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Job embeddedness
Job embeddedness refers to the array of forcesattaching people to their jobs.
Three dimensions are included in job
embeddedness. First are links —the formal or informal connections to
people in the organization or community.
Second is sacrifice, the perceived cost of material or
psychological benefits you would forfeit if you left the job.
Third is fit, compatibility, or comfort with theorganizational environment and the external
environment.
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5. Ergonomics And Job Design
A key principle of job design is that the job should be laid outto decrease the chances that it will physically harm theincumbent.
Ergonomics is the science of fitting the worker to the job.Ergonomics seeks to minimize the physical demands onworkers and optimize system performance, and therefore hasconsiderable relevance to job design.
Typical problems:
Musculoskeletal Disorders Including Carpal Tunnel Syndrome
Back Problems
Noise Problems
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Ergonomics (cont.)
Three principles of ergonomics are recommendedwhen designing jobs:
Workers should be able to adopt several different posturesthat are safe and comfortable.
Workers who exert muscular force should be encouraged touse the largest muscle groups (such as using the legs andbody to help lift a box rather than only the arms).
Whenever possible, workers should be able to perform
regular work activities in the middle range of jointmovement
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Steps Involved in the Ergonomic Design of Jobs
• Analyze each job with an eye towardpossible hazards on the job.
• Install equipment that minimizesawkward hand and body movements.
• Encourage workers to take frequent breaks;rotate jobs so repetitive movements are reduced.
•Use voice recognition systems to substitute for keyboardingwhere feasible, especially for repetitive functions.
• Find ways to use both hands equally. Use the mouse less
and key commands more.
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6. Modified Work Schedules
Any formal departure from the traditional
hours of work, excluding shift work andstaggered work hours.
Modified work schedules potentially increase job satisfaction and motivation and attract
workers who prefer to avoid a traditionalschedule.
Modified work schedules are popular with thephysically disabled because the rigors of commuting may decrease.
Many single parents need flexible hours to copewith childcare.
Flexible working hours are popular with manyemployees, and working at home continues to gainpopularity with a subset of the workforce.
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Types of Modified Work Schedules
Flexibleworking
hours
Alternativeworkplace andtelecommuting
Compressedwork week
Sharingoffice space
and hoteling
Job sharing
Part-time andtemporary
work
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A Typical Flexible-Working-Hours Schedule
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Homework for group presentation
Prepare for a 15 minute grouppresentation on Case Problem 7-A: “The Sub Shop Blues” , page 260:
Describe shortly the case problem
Answer all questions in the case problem
Email your files to the lecturer
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