Job Design: The delineation of task responsibilities
as dictated by organizational strategy, technology, and structure
Strategy One: Fitting People to Jobs
— Realistic
job previews: Honest explanations of what a job actually entails
— Job
rotation: Moving people from one specialized job to another
— Limited
exposure: Using an incentive such as contingent time off (CTO) to motivate
performance
Strategy Two: Fitting Jobs to People
— Job
enlargement: Combining two or more specialized tasks to increase motivation
— Job
enrichment: Redesigning jobs to increase their motivation potential
Five Core Dimensions of Work
— Skill
variety
— Task
identity
— Task
significance
— Autonomy
— Job
feedback
How Job Enrichment Works
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