Relational job design focuses on what additional component in the design of jobs?
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Job DesignJob design is an important prerequisite to workplace motivation, as a well-designed job can encourage positive behaviors and create a strong infrastructure for employee success. Job design involves specifying the contents, responsibilities, objectives, and relationships required to satisfy the expectations of the role. Below are some established approaches managers can take to doing it thoughtfully and well. Job Characteristics TheoryProposed by Greg R. Oldham and J. Richard Hackman in 1976, job characteristics theory identifies five core characteristics that managers should keep in mind when they are designing jobs. The theory is that these dimensions relate to, and help satisfy, important psychological states of the employee filling the role, with the results of greater job satisfaction and motivation and less absenteeism and turnover. Core Job CharacteristicsBelow are the core job characteristics:
In the following Ted Talk, career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional external rewards aren’t always as effective as we think, and those that speak to a person’s internal motivation are often more potent and lasting: Psychological StatesBelow are the psychological states that help employees feel motivated and satisfied with their work:
Work OutcomesThe combination of core job characteristics with psychological states influences work outcomes such as the following:
Overall, the manager’s goal is to design the job in such a way that the core characteristics complement the psychological states of the worker and lead to positive outcomes. Job Design TechniquesAs a motivational force in the organization, managers must consider how they can design jobs that lead to empowered, motivated, and satisfied employees. Below are a few established methods to accomplish this objective:
Which component of the job characteristics model represents whether or not the job allows the completion of a whole task with beginning and end?Task identity. This is the “degree to which the job requires completion of a whole, identifiable piece of work; that is, doing a job from beginning to end with visible outcome”.
Which term refers to the degree that a job requires different activities using specialized abilities and talents?Skill variety. The degree to which a job requires different activities using specialized skills and talents.
Which of the following involves adding high level responsibilities to a job to increase intrinsic motivation?Job enrichment is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.
Which of the following is a dimension of the job characteristics model?The job characteristics model describes any job in terms of five core job dimensions and these five dimensions are skill variety, task significance, autonomy, reward, and feedback.
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