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MOTIVATION AND JOB DESIGN

MOTIVATION AND JOB DESIGN. Early thinking was about increasing specialization and routinization Loss of control Repeatitive, boring tasks Meaningless, monotonous work High job dissatisfaction No opportunity to develop and acquire new skills. Figure 7.4 The Job Characteristics Model.

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MOTIVATION AND JOB DESIGN

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  1. MOTIVATION AND JOB DESIGN • Early thinking was about increasing specialization and routinization • Loss of control • Repeatitive, boring tasks • Meaningless, monotonous work • High job dissatisfaction • No opportunity to develop and acquire new skills

  2. Figure 7.4 The Job Characteristics Model

  3. Job Enlargement • Increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility • Horizontal job loading • Do more tasks • Equal level of responsibility • Intended to increase intrinsic motivation

  4. Job Enrichment • Designing jobs to provide opportunities for employee growth by giving employees more responsibility and control over their work • Vertical job loading • Based on Herzberg’s Motivator-Hygiene Theory

  5. DIFFERENCE BETWEEN ENRICHMENT AND ENLARGEMENT Supervisor + Line leader + Operator Task A Task B + Task C + Task D + ENRICHMENT ENLARGEMENT

  6. Enrichment Methods • Allow employees to plan their own work schedules • Allow employees to decide how the work should be performed • Allow employees to check their own work • Allow employees to learn new skills • Essence of job enrichment is making individuals more self-managing • Elements previously within responsbility of supervisor now part of individual’s job

  7. Benefits on Enrichment and Enlargement • Improved motivation and job satisfaction • Affects sense of personal growth and development • Multiskilling • Multitasking • Enables faster decision making and execution of processes • Processes can also be simplified and shortened • Enables delayering of hierarchy and reduces work force requirement

  8. GOAL SETTING AS A MOTIVATIONAL TOOL • VARIOUS STUDIES HAVE SHOWN THAT GOAL SETTING CAN HELP MOTIVATE WORK BEHAVIOUR • HAVING CLEAR GOALS ENABLES INDIVIDUALS TO DIRECT BEHAVIOUR IN A MORE FOCUSED AND CONCERTED MANNER • ESSENTIALLY WHAT GOAL SETTING DOES IS THAT IT INCREASES CHANCES OF SUCCESS BY REMOVING JOB AMBIGUITIES

  9. KEY ELEMENTS OF GOAL SETTING THEORY • GOALS NEED TO BE SPECIFIC • GOAL-PERFORMANCE RELATIONSHIP STRONGER WHEN THERE IS FEEDBACK • GOALS AFFECT PERFORMANCE WHEN THERE IS COMMITMENT TO THE GOALS • COMMITMENT IS HIGH PEOPLE BLV THAT GOALS ARE POSSIBLE AND IMPORTANT • PARTICIPATION IS NOT ALWAYS NECESSARY • HIGH SELF-EFFICACY ENABLES GOAL ATTAINMENT • SELF-EFFICACY AFFECTS OF PERSONAL GOALS

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