Employee Motivation

Job Redesign

Changing / restructuring the elements of a job making it more motivating for the performer.

Enhancing motivational potential of a job by altering core job dimensions.

Specialized to Enlarged Jobs

Job enlargement = same-level activities

Job rotation = moving from one job to another

Job enrichment = redesigning to experience more responsibility, achievement, growth and recognition

Example

Controlling

Doing

Controlling

Doing

Before vertical enrichment

After vertical enrichment

Job Redesign

Scientific management approach– Specialization = productivity and efficiency– Hugh human and organizational cost: high

absenteeism and turnover, poor quality product, dehumanization and work alienation

Quality of work life (QWL) approach– Job motivation = higher productivity and satisfaction– Job enrichment strategy

Job Characteristics Model

Core Job Dimensions

Critical Psychological States

Outcomes

Skill variety

Task identity

Task significance

Autonomy

Feedback

Experienced meaning- fullness of the work

Experienced responsibility for work outcomes

Knowledge of results of the work

High internal work motivation

High quality work performance

High satisfaction with the work

Low absenteeism and turnover

Employee growth need strength Context satisfaction

Motivational Differences in Jobs

SV TI TS AU FE

Low

Moderate

High

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2

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6

7Job characteristics

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Job

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MPS

Job Redesign Strategies

Implementing Principles Core Job Characteristics

Combining tasks

Forming natural work unit

Establishing client relationships

Vertically loading the job

Opening feedback channel

Skill variety

Task identity

Task significance

Autonomy

Feedback

Diagnostic Questions for Redesign

Assessing the need for job redesign– Is there a problem or exploitable opportunity?– Does it centrally involve motivation,

satisfaction or work effectiveness?– Might the design of the work be responsible

for observed problem?– What aspects of the job most need

improvement?

Diagnostic Questions for Redesign

Determining the feasibility of job redesign– How ready are the employees for change?– How hospitable are organizational systems to

needed change?

Enabling Conditions

• Reward systems facilitating implementation

• Supervisory training for facilitating redesign

• Organizational climate facilitating implementation

Alternatives to Job Redesign

• Flexitime

• Job sharing

• Compressed work week