343 job analysis

343 job analysis - Managing the Structure, Flow, and Design...

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Unformatted text preview: Managing the Structure, Flow, and Design of Work Work Agenda Item #1 Agenda y Explain the differences & relationships among Explain Job y Position y a. Job Analysis y b. Job Family y c. Job Descriptions y TDRs (tasks, duties, TDRs responsibilites) responsibilites) y d. Job Specifications y e. KSAs (knowledge, KSAs skills, abilities) skills, y -- Terminology! Terminology! y y y y y y y f. Job Design Job g. Job Specialization Job (simplification) (simplification) h. Job Rotation i. Job Enlargement j. Job Enrichment j. Job Characteristics Job Model Model k. Job Evaluation Organizational Strategy Overall Cost Leadership Differentiation Organizational Strategy Organizational Structure Bureaucracy Flat Boundaryless Organizational Strategy Organizational Structure Work Flow Analysis Inputs Processes Outflows Business Process Reengineering Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Teams Self­Managed Teams Virtual Teams Problem­Solving Teams Special­Purpose Teams Motivating Individuals Goal­Setting 2­Factor Job Characteristics Characteristics of Effective Goal-Setting Goal-Setting y Workers will be more motivated when . . . y Goals are clear, specific Goals clear, y Goals are difficult (yet attainable) Goals difficult y They participate in creating goals for They participate themselves themselves y They receive frequent feedback on their They progress toward reaching their goals progress Herzberg’s Two-Factory Theory Two-Factory if adequately provided Low Dissatisfaction if inadequately provided Hygiene Factors High Dissatisfaction company policies; working conditions; job security; salary; benefits; relationships with supervisors, managers, co­workers, & subordinates High Satisfaction Motivators Low Satisfaction the work itself, achievement, recognition, responsibility, opportunities for advancement Hackman & Oldham’s Job Characteristics Theory Characteristics Critical Psychological States Core Job Characteristics Skill Variety Task Identity Task Significance Autonomy Feedback Experienced Meaningfulness of the Work Experienced Responsibility for Work Outcomes Knowledge Results From Work Personal & Work Outcomes High Internal Work Motivation High­Quality Work Performance High Satisfaction with the Work Low Turnover and Absenteeism Employee Growth Need Strength Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Work Simplification Job Rotation Job Enlargement Job Enrichment Team­Based Design Approaches to Approaches Job Design y Motivational approach y Mechanistic approach y Biological approach y Perceptual/Motor approach Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Tasks Duties Responsibilities Knowledge Skills Abilities Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Job Description Identification Job Summary Job Duties & Responsibilities Job Specifications Minimum Qualifications Working Conditions Scheduling Work Scheduling Organizational Strategy Organizational Structure Work Flow Analysis Groups Vs. Individuals Designing Jobs Job Analysis Job Description Scheduling Work Telecommuting Flex­time Compressed Work Weeks Job Sharing ...
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