Chapter 8 High Performance Job Designs

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Chapter 8High Performance Job Designs
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What are the alternativejob design approaches?

• Job design.
• The process by which managers plan and specify
  job tasks and the work arrangements through which
  they are accomplished.
• The best job design is the one that
• Meets organizational requirements for high
  performance.
• Offers a good fit with individual skills and
  needs.
• Provides opportunities for job satisfaction.

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What are the alternativejob design approaches?

• Scientific management.
• Sought to improve work efficiency by creating
  small, repetitive tasks and training workers to
  do these tasks well.
• Job simplification.
• Standardizes work procedures and employs people
  in clearly defined and highly specialized tasks.
• Intent is to increase efficiency, but it may in
  fact be decreased due to the motivational impact
  of unappealing jobs.

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What are the alternativejob design approaches?

• Job enlargement and job rotation.
• Job enlargement.
• Increases task variety by combining into one job
  two or more tasks that were previously assigned
  to separate workers.
• Job rotation.
• Increases task variety by periodically shifting
  workers among jobs involving different tasks.
• Enlargement and rotation use horizontal loading
  to increase job breadth.

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What are the alternativejob design approaches?

• Job enrichment.
• Frederick Herzbergs view of job enrichment is
  based on the two-factor theory of motivation.
• The practice of enhancing job content by building
  motivating factors such as responsibility,
  achievement, recognition, and personal growth
  into the job.

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What are the alternativejob design approaches?

• Job enrichment cont.
• Adds planning and evaluating duties to the job
  content. These duties would otherwise be reserved
  for management.
• Uses vertical loading to increase job depth.
• Enriched jobs help satisfy higher order needs.

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What are the alternativejob design approaches?

• Job enrichment cont.
• Cautionary questions regarding job enrichment.
• Is job enrichment expensive?
• Will workers demand higher pay when moving into
  enriched jobs?

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What are the keys to designing motivating jobs?

• Managerial and global implications.
• Not everyones job should be enriched.
• Job enrichment can apply to groups.
• Culture has a substantial impact on job
  enrichment.

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How does technologyinfluence job design?

• Electronic offices.
• Developments in electronic offices offer job
  enrichment possibilities for workers equipped to
  handle the technology.
• These developments can be stressful and difficult
  for workers lacking the necessary skills.

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How can goal settingimprove performance?

• Goals are important aspects of any job design.
• Goals are needed to give proper direction to
  workers.
• Goal setting is the process of developing,
  negotiating, and formalizing the targets or
  objectives that a person is responsible for
  accomplishing.

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What alternative work arrangementsare used today?

• Alternative work arrangements.
• Are becoming increasingly common in the
  workplace.
• Designed to
• Influence employee satisfaction.
• Help employees balance the demands of their work
  and nonwork lives.

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What alternative work arrangementsare used today?

• Compressed work weeks.
• Any scheduling of work that allows a full-time
  job to be completed in fewer than the standard
  five days.
• 4/40 is most common form.

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What alternative work arrangementsare used today?

• Flexible working hours.
• Also known as flextime.
• Gives individuals a daily choice in the timing of
  their work commitments.
• Becoming increasingly popular.
• A valuable alternative for structuring work to
  accommodate individual interests and needs.

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What alternative work arrangementsare used today?

• Job sharing.
• One full-time job is assigned to two or more
  persons who divide the work according to
  agreed-upon hours.
• Can be done on a daily, weekly, or monthly basis.
• Practiced by a relatively small percentage of
  employers.

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What alternative work arrangementsare used today?

• Work sharing.
• Different from job sharing.
• Occurs when workers agree to cut back on the
  number of hours they work in order to protect
  against layoffs.

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What alternative work arrangementsare used today?

• Work at home and the virtual office.
• Telecommuting.
• Work done at home or in a remote location via use
  of computers and advanced communication linkages
  with a central office or other employment
  locations.
• Variants of telecommuting.
• Flexiplace.
• Hoteling.

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What alternative work arrangementsare used today?

• Work at home and the virtual office cont.
• Virtual office.
• The individual works from the road and while
  traveling from place-to-place or
  customer-to-customer by car or airplane.
• The worker remains linked electronically to the
  home office.

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What alternative work arrangementsare used today?

• Work at home and the virtual office cont.
• Advantages.
• For workers flexibility, the comforts of home,
  and choice of work locations consistent with
  ones lifestyle.
• For organizations costs savings, efficiency, and
  improved employee satisfaction.
• Disadvantages.
• For workers isolation from co-workers, decreased
  identification with work team, and technical
  difficulties with computer linkages.

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What alternative work arrangementsare used today?

• Part-time work.
• Temporary part-time work.
• An employee is classified as temporary and works
  less than the standard 40-hour work week.
• Permanent part-time work.
• An employee is classified as a permanent member
  of the workforce and works less than the standard
  40-hour work week.

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What alternative work arrangementsare used today?

• Part-time work cont.
• Advantages.
• For workers appeals to people who want to
  supplement other jobs or do not want full-time
  work.
• For organizations lower labor costs, ability to
  better accommodate peaks and valleys of business
  cycle, and better management of retention quality.

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What alternative work arrangementsare used today?

• Part-time work cont.
• Disadvantages.
• For workers added stress and potentially
  diminished performance if holding two jobs,
  failure to qualify for benefits, and lower pay
  rates than full-time counterparts.