Job Design Theory
Introduction:
Job Design Theory was shaped by Richard Hackman and Greg Oldham,
in 1970s.
Definition:
Designing Motivating Jobs means structuring jobs in a way that makes them
interesting, engaging, and satisfying, encouraging employees to perform at their best.
Job Enlargement:
Task Variety
Skill Variety
Horizontal Expansion
Increased Responsibilities
Reduced Boredom
Job Enrichment:
Increased Responsibility
Autonomy
Meaningful Tasks
Decision-Making Power
Vertical Expansion
Job characteristics model:
Using different skills (skill variety).
Completing whole tasks (task identity).
Knowing the job makes a difference (task significance).
Having control over how to do the job (autonomy).
Getting feedback on performance (feedback).
Advantages of Job Model Theory:
Happier Employees
When people feel their work is meaningful and interesting, they enjoy their jobs more and feel
satisfied.
Better Performance
Motivated employees work harder and focus better, which leads to higher quality work and
better results.
Higher Productivity
When jobs are engaging, workers often complete tasks faster and more efficiently.
Encourages Creativity
Interesting and challenging jobs inspire employees to think outside the box and find better ways
to do things.
Builds Loyalty
Employees who enjoy their work are more likely to stay loyal to the company, reducing hiring
and training costs.
Redesigning of Job Design Theory
Relational Perspective of Work Design:
Focuses on social relationships in jobs with employees and helping others.
Collaboration
Support
Connection
Teamwork
Trust
Proactive Perspective of Work Design:
. Focuses on taking initiative. It emphasizes how employees can shape or improve their jobs, solve
problems, and create opportunities
Performance
Innovation
Flexibility
Satisfaction
Efficiency
Relational: About working well with others(social relation).
Proactive: About taking charge and improving things.
High-Involvement Work Practices:
refer to work strategies that actively engage employees in decision-making and give
them more control and responsibility in their jobs Employee Engagement
Decision-Making
Responsibility
Participation
Employee Empowerment
Increased Control
