Prelim 2 - ILROB Prelim#2 Study Guide LESSON 1 Thinking...

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ILROB Prelim #2 Study Guide LESSON 1: Thinking Critically and Job Design I. Thinking Critically How to think (v. what to think) Reasonable, reflective, responsible and skillful thinking that is focused on deciding what to believe or do o Ask appropriate questions o Gather relevant information o Efficiently and creatively sort through information o Reason logically from that information o Come to reliable and trustworthy conclusions that enable you to act and live successfully Thinking critically in OB o Evaluate and articulate the implications, usefulness and limitations of a theory o Analyze and apply concepts and theories to particular situations o Consider both sides of an issue and develop an informed opinion that can guide future action II. Job Design ***motivation can be enhanced by making jobs more appealing to people Job Characteristics Theory o An approach to job enrichment that specifies that 5 core job dimensions produce critical psychological states that lead to beneficial outcomes for both the individual and organization o A structural theory of motivation o PICTURE o Motivating Potential Score (MPS) MPS = (SV + TI + TS)/3 * Autonomy * Feedback The degree to which a job is designed so as to motivate people. The higher the MPS, the more the job may stand to benefit from redesign SV= Skill variety, TI = task identity, TS = task significance skill variety- should there be more variety? o The extent to which a job requires a number of different activities using several of the employees skills and talents task identity- do you do a whole/complete task? o The extent to which a job requires completing a whole piece of work from beginning to end. task significance- how meaningful is the task to you? o The degree of impact the job is believed to have on others
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Autonomy- how much control can you exert? What amount of discretion do you have on your work? o The extent to which employees have the freedom and discretion to plan, schedule and carry out their jobs as desired Feedback- does your job provide feeback? o The extent to which the job allows people to have information about the effectiveness of their performances SV, TI, TS – contribute to a task’s experienced meaningfulness Autonomy- people feel personally responsible and accountable for their work Feedback- gives people the knowledge of the results of their work o Is there a good candidate for redesign? Is there a problem/opportunity? Does it centrally involve employee motivation/satisfaction/work effectiveness? Might the design of the work be responsible? What aspects of the job most need improvement? o Implementing Job Design Forming natural work groups Combining tasks- have each person perform an entire job Enlargement/ horizontal loading o The practice of expanding the content of a job to include more variety and a greater number of tasks at the same level Establishing client relationships Vertical loading-
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