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Motivation through Job Design

JOB Design

Is the process of organizing work into tasks required to perform a specific job. It involves the conscious efforts to organize task, duties and responsibilities into a work to achieve a certain objective.

3 Concepts are important in designing a jobs

1. Job Enrichment

2. Job Characteristics Model

3. Job Crafting

Job Enrichment

This term refers to the practice of building motivating factors like responsibility, achievements and recognition into a job content.

Characteristics of Job Enrichment

1. Direct Feedback Which means employees receive immediate evaluation of their work

2. Client Relationship Which means an employee is given a chance to serve an external or internal client.

3. New Learning Which means that the employee acquires new knowledge while doing his work.

4. Control over method Which means that the employee has some control over which method to choose to accomplish a task

5. Control over a scheduling Which means that the employee has the ability to schedule his work.

6. Unique experience Which means the job has unique qualities or features, like the opportunity to see the world.

7. Direct Communication Authority Which means the job provides the employee the opportunity to communicate directly with people who use their outputs.

8. Control over resources Which means the employee has some control over resources such as money, material or people

9. Personal Accountability Which means the employee is responsible for his or her result. He accepts credits for doing a good job, and blame for a poor job.

Job Characteristics Model

This term refers to the method of job design that focuses on the task and interpersonal demands of a Job.

5 Core Job Characteristics are defined as follow;

1. Skill variety the degrees to which there are many skills to perform

2. Task Identity The degrees to which one worker is able to do a complete job, from beginning to end, with the tangible and possible outcome

3. Task Significance The degree to which the job has substantial impact on the lives or work of other people.

4. Autonomy The degree which the job gives the employee substantial freedom, independence and discretion in scheduling the work and determining the procedures used in carrying it out. 5. Feedback The degree to which a job provides direct information about performance.

Job Crafting This refers to the physical and mental changes workers make in the task or relationship aspects of their jobs.

Common types of job crafting

1. Changing the number and type of job tasks

2. Changing the interaction with others on the job; and

3. Changing one's view of the job