Creative Job Design
Instructions:-
THESE ARE DISSCUSSION QUESTIONS TITLED WEEK1 AND WEEK2
- Week 1: How to design jobs to enhance satisfaction and motivation: Job Characteristics Model
Week 1: How to design jobs to enhance satisfaction and motivation: Job Characteristics Model
- Submit Feedback
- Reflect in ePortfolio
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Each module’s Discussion Forum in this class has two topics – one for the first week and another for the second.
In the Module 1 Discussion Forum be sure to post your responses using the background material, including the reading and video on the Job Characteristics Model. Here is a shorter synopsis of that material:
Louis, D.J. (2016) Notes on the Job Characteristics Model. THE JOB WAS A TELEMARKTER
In week one, consider a job you have held that you did NOT find motivating. What job characteristics were missing? Look at another student’s post and suggest some ways that a manager could redesign that job to enhance one or more job characteristics and increase the motivating properties of that job. When someone has posted to your original job characteristics, go back and comment on whether or not the suggested changes would have made you feel more motivated. Why or why not?
(Besides the source listed above, bring in and cite at least one other source of information for your initial post.)
Remember, after you submit your answer to the Discussion this week, you also need to respond to at least two of your classmates’ posts.
(In total for this module’s two-part Discussion Forum you should have contributed to at least two Discussion Question posts and four response posts to your classmates.)
You MUST participate in BOTH Week 1 and Week 2 Discussions to get credit for this module’s Discussion Forum.
Posting early each week will allow for more opportunities for leading the discussions, making substantial contributions, and engaging in meaningful and mutual discussions with others.
Week 2: How to design jobs to enhance satisfaction and motivation: Job Characteristics Model
- Submit Feedback
- Reflect in ePortfolio
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Read the following: Herzberg’s Motivation-Hygiene Theory. http://www.netmba.com/mgmt/ob/motivation/herzberg/
Herzberg’s Theory suggests that pay and benefits are not motivators, because they do not satisfy the worker (who doesn’t want more pay or vacation time?). However, they can cause dissatisfaction if not sufficient. Critically compare and contrast his theory to the Job Characteristics Model. For example: What factors leading to satisfaction (motivators) can be aligned with Job Characteristics or Critical Psychological States? Do you think any of Herzberg’s dis-satisfiers (hygiene factors) align with Job Characteristics or Critical Psychological States? Does this mean one or both of these theories is wrong?
(Besides the source listed above, bring in and cite at least one other source of information for your initial post.)
Remember, after you submit your answer to the Discussion this week, you also need to respond to at least two of your classmates’ posts.
(In total for this module’s two-part Discussion Forum you should have contributed to at least two Discussion Question posts and four response posts to your classmates.)
You MUST participate in BOTH Week 1 and Week 2 Discussions to get credit for this module’s Discussion Forum.
Solution.
Creative Job Design
Job design is often taken for granted by most executives and Human Resource departments. The majority of the people supposed to engage in the job design process places excess emphasis on the remuneration part of the job rather than making the job more interesting and engaging for the workforces and at the same time make the employees more productive in their duties within the company.
Telemarketer
In order to make the job more interesting and reduce fatigue and boredom to the employee, the job design should be more focused on completion of particular goals rather than being in the office or workplace for an appropriate amount of time. The opportunity for the telemarketer to handle their work remotely is also a plus for them, and can, therefore, be well-thought-out to be a priority for the company as well (Ashforth & Humphrey, 1995). The Job design should also incorporate the relevant systems that would enable the telemarketer to report to his superiors on his progress and therefore be able to conduct his duties as smoothly and efficiently as possible. This system, however, would require a very independent employee who can work with minimum supervision.
Herzberg’s view
According to Herzberg, remuneration can only be a motivator to an employee to a certain extent. However, it cannot be able to make the employee more productive as significantly as the majority of managers may assume (Herzberg, The managerial choice, 1976). According to Herzberg, a more flexible and conducive work environment is a much better way to be able to provide the necessary motivation to the employee and therefore make the employee even more productive (Herzberg, Mausner, & Snyderman, The motivation to work., 1959). Therefore, job design should focus more on flexibility and the ability to make the employee feel great about his work while also making the employee more productive for the company.
References
Ashforth, B. E., & Humphrey, R. H. (1995). Emotion in the Workplace: A Reappraisal. Human Relations, 97- 125.
Herzberg, F. (1976). The managerial choice. Homewood, IL: Dow-Jones Irwin.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. New York: Wiley.