About This Chapter
Below is a sample breakdown of the Job Design chapter into a 5-day school week. Based on the pace of your course, you may need to adapt the lesson plan to fit your needs.
|Day||Topics||Key Terms and Concepts Covered|
|Monday||Job design overview and Fredrick Taylor||Written responsibilities outline, scientific management, job enlargement, cross-training; systematic management, time and motion studies|
|Tuesday||Behavioral and interdisciplinary approaches||Job characteristic approach, autonomous teams, mechanistic approach, motivational approach|
|Wednesday||Social information processing and empowerment||Interpersonal views, co-worker's views, outsider's views, self views, increased autonomy|
|Thursday|| The job characteristics model|
Types of job redesign
| Fit, skill variety, task significance, job feedback, meaningfulness, responsibility, outcome awareness|
Job enrichment, enlargement and rotation
|Friday||Flexibility and reengineering||Increased duties and accountability, expanding only tasks, job alternation, twinning, working from home, automation, multi-tasking, drastic improvement|
1. Job Design: Definition and Purpose
A correctly defined job design will attract the right applicants and decrease job turnover by helping everyone understand their responsibilities up front. This lesson explores four approaches that companies can use to create a job design and communicate job tasks to current and potential employees.
2. Frederick Taylor & Management: Maximizing Productivity & Efficiency
Known as the father of scientific management, Frederick Taylor revolutionized management practices. This lesson will discuss the contributions Taylor made to the field of management, most of which are still used today to maximize productivity and efficiency.
3. Behavioral Approaches to Job Design
Behavioral approaches to job design can help improve employee motivation and productivity. In this type of philosophy, factors, such as autonomy, variety, task identification/significance and feedback, are analyzed and improvements are made for employees.
4. Social Information Processing: Definition and Importance in Job Design
Social information processing (also known as SIP) is a job design model where significant job factors depend on interpersonal views, or what others tell an employee about the job. This model is based on how outsiders influence the opinion of workers and their feelings about job tasks, responsibilities and motivation.
5. An Interdisciplinary Approach to Job Design
An interdisciplinary approach to job design provides a manager with different alternatives based on different disciplines. The four approaches or disciplines are mechanistic, motivational (also known as industrial psychology), biological and perceptual-motor.
6. Empowerment and Job Design
Empowerment in job design can improve employee job motivation by increasing autonomy and task accomplishment at work. The three ways to create empowerment are to offer job redesign, quality work circles and teams.
7. Hackman & Oldham's Job Characteristics Model
Hackman & Oldman's job characteristics model is one of the only approaches to job design that focuses on person-fit theory. The individual's personality, behaviors and task accomplishments are all taken under consideration to describe the perfect fit for the job.
8. Types of Job Redesign: Job Enrichment, Enlargement & Rotation
Managers must be aware of ways to increase employee motivation. This lesson describes the various ways to redesign a job to encourage employees, including job enrichment, job enlargement and job rotation.
9. Job Flexibility in the Workplace
It's tough to find the right balance between work and life, but many employers are helping to make that task a little easier. Watch this lesson to learn about job flexibility in the workplace, including flextime, a compressed workweek, and telecommuting.
10. Reengineering Jobs for Continuous Improvement
Reengineering jobs for continuous improvement results in dramatic improvements such as streamlined processes, enormous cost savings, and more profit for the company.
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