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Ch 18: Job Design

About This Chapter

Watch online video lessons and take self-assessment quizzes to learn about the different aspects of job design. These video lessons are short and engaging and make learning easy!

Job Design - Chapter Summary and Learning Objectives

What is job design? Through studying this chapter, you will learn more about the idea of job design in addition to learning about how it benefits employers and employees. Lessons will help you to understand how job design helps to create a more productive workplace and happier employees. After studying the lessons in this chapter, you will understand different aspects of how and why this process is used. Some of the aspects of job design you will learn about include:

  • The purpose it serves
  • The role of feelings and motivation
  • How to integrate employee perception into this process
  • Interdisciplinary approaches
  • Job redesign through enrichment, enlargement and rotation
  • Ways to use empowerment

VideoObjective
Job Design: Definition and Purpose Learn what job design is and the relationship to organizational behavior.
Behavioral Approaches to Job Design Examine the behavioral approach of accounting for feelings and motivation of employees.
Social Information Processing: Definition and Importance in Job Design Find out about social information processing and its relationship to perception.
An Interdisciplinary Approach to Job Design Explore the interdisciplinary approach to job design.
Empowerment and Job Design Take a look at the role of empowerment in job design.
Types of Job Redesign: Job Enrichment, Enlargement & Rotation Study the ways jobs can be redesigned.

6 Lessons in Chapter 18: Job Design
Test your knowledge with a 30-question chapter practice test
Job Design: Definition and Purpose

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.

Behavioral Approaches to Job Design

2. 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.

Social Information Processing: Definition and Importance in Job Design

3. 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.

An Interdisciplinary Approach to Job Design

4. 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.

Empowerment and Job Design

5. 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.

Types of Job Redesign: Job Enrichment, Enlargement & Rotation

6. 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.

Chapter Practice Exam
Test your knowledge of this chapter with a 30 question practice chapter exam.
Not Taken
Practice Final Exam
Test your knowledge of the entire course with a 50 question practice final exam.
Not Taken

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