...employment can become the rule rather than the exception for members of this population. This research draws on frameworks from industrial/organizational (I/O) psychology related to motivation to work. The central component of the study focuses on working adults with SMD and examines the extent to which the Job Characteristics Model (Hackman and Oldham, 1976), a widely studied model of motivational job design, explains work outcomes for these adults. In addition, principles from Expectancy Theory and personnel selection were applied to the task of explaining differences in motivation to get a job among the population of non-working adults with SMD receiving vocational services. The Ohio Department of Mental Health, the Substance Abuse and Mental Health Services Administration (SAMSHA) and the Social Security Administration (SSA) funded the research. The Job Characteristics Model and Working Adults with SMD A large body of research provides evidence that the way jobs are designed impacts outcomes that are important to workers (e.g., job satisfaction) and to employers (e.g., productivity). Job design can be approached with one or more goals in mind. For instance, jobs can be designed in the interest of increasing production efficiency, minimizing physical strain, or with an eye...
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...About Job Characteristics Model, identification of a situation or outcome (positive or negative), its effect due to the core job dimension and general ideas to address those issues. Submitted By: Sarbin Shrestha(10129) 1. About the model: Figure: Job Characteristics Model by Hackman and Oldham The JCM is developed by psychologists J. Richard Hackman and Greg Oldham. Basically this model shows the relationship between the employee and his/her job. The model consists of five core job dimensions which results in respective (e.g. high skill variety leads to increased meaningfulness)) critical psychological states. These critical psychological states give affective and personal outcomes. Five core job dimensions: * Skill Variety: The range of tasks performed or number of different skills required for a job. * Task Identity: The ability to complete the whole job from start to finish * Task Significance: The impact of the job on others. * Job Autonomy: The extent of freedom an employee has over his or her tasks. The amount of decision-making and independence allowed for employees. * Feedback and dealings with others: The extent to which the job provides the employee with information about the effectiveness of his or her performance. Critical Psychological States: * Experienced meaningfulness of work: When job is structured by combination of three core job dimension such as skill variety, task identity and task significance. * Experienced responsibility...
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...Essay 2b Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text book Williams & McWilliams, 2010, job specialisation reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. So why do organisations employ such a technique? It’s because they want to leverage these advantages and indeed some of the world’s biggest organisations employ their staff in such a way because it help workers become experts in their assigned job responsibilities. For example, Subway fast food restaurant have a systematic way to prepare food for customers by dividing into few segments that have workers in charge of it so that it is efficient and productive. Production cost can also be cut down by using job specialisation. Low wages and salaries are paid to employees due to the simple and easy nature of the work and employees can replaced easily too. The companies do not need to hire professionals who are higher experienced and educated so that they can maximise their profit. Job design is defined...
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...about job specialisation and how it is a repetitive task – by using the personal anecdote the aim is to grab the reader’s attention as they may be able to personally connect with the topic. • Briefly explain job design – ‘the number, kind and variety of tasks that individual workers perform in doing their jobs’ (William, McWilliams) • Define job specialisation and the job characteristic model • Aim/Purpose – is to explain why companies choose to use job specialisation as an approach to job redesign and look at the benefits and impacts of specialising a job. Whilst also exploring how the job characteristic model is used to explain how specialised jobs can be modified to prevent boredom and low levels of job satisfaction. Body Paragraph: 1. Why companies choose to use job specialisation • Explain the benefits of why a company should use job specialisations • Outline the impacts job specialisation can have on companies if they choose to use it to job redesign • Describe factors such as cohesiveness, expectations and attitude of the employees that can bring positive or negative benefits to a company • Provide examples and quotes from articles 2. Using the five core characteristics from the job characteristic model explain how specialised jobs can be modified • Briefly describe the five core elements on the model (skill variety, task identity, task performance, autonomy and feedback) • Describe how jobs can be modified by the elements in the model • From...
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...JONATHAN C. ZIEGERT Department Of Psychology University Of Maryland College Park, MD 20742 KAREN HOLCOMBE EHRHART1 San Diego State University INTRODUCTION One of the most important activities for the success of an organization is the attraction of high quality applicants (Rynes & Barber, 1990). While the importance of attraction to organizational functioning and effectiveness has long been noted, the theory and research on attraction has been surprisingly underdeveloped. The purpose of this paper is to attempt to fill this void and address the call for greater attention to the topic of individuals’ attraction to organizations by proposing a theoretical model based on three meta-theories of both how and why individuals are attracted to organizations. While we detail how past research fits into this model, we go beyond this existing work and suggest directions for future theory and research development by examining the boundary conditions of past research. It is important to note that our approach examines why individuals are attracted to organizations from the applicant’s perspective. Indeed, the important role that the individual plays in the attraction process has been relatively neglected in prior reviews dealing with recruitment (see Barber, 1998 and Cable & Turban, 2001 for notable exceptions). To provide the widest coverage of the attraction construct, we define attraction broadly as having a positive affective attitude towards an organization, viewing...
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...48, No. 2, March 2007 (Ó 2006) DOI: 10.1007/s11162-006-9042-3 EXAMINING HERZBERG’S THEORY: Improving Job Satisfaction among Non-Academic Employees at a University Ryan E. Smerek*,† and Marvin Peterson† ................................................................................................ ................................................................................................ This study reports the results of a survey of 2700 employees in business operations at a large public, research university. The analysis tests Herzberg et al.’s (1959) well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics on perceptions of the work environment and job satisfaction. The results offer inconclusive support of Herzberg’s theory although the work itself is the strongest predictor of job satisfaction after controlling for both personal and job characteristics. The study concludes by discussing both practical implications, for those in leadership positions in a university, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context. ................................................................................................ ................................................................................................ KEY WORDS: job satisfaction; quality of worklife; work climate; administrative staff. THE PROBLEM AND RESEARCH QUESTIONS ...
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...sagepub.com/ Job Characteristics and the Creativity of Frontline Service Employees Filipe Coelho and Mário Augusto Journal of Service Research 2010 13: 426 originally published online 21 May 2010 DOI: 10.1177/1094670510369379 The online version of this article can be found at: http://jsr.sagepub.com/content/13/4/426 Published by: http://www.sagepublications.com On behalf of: Center for Excellence in Service, University of Maryland Additional services and information for Journal of Service Research can be found at: Email Alerts: http://jsr.sagepub.com/cgi/alerts Subscriptions: http://jsr.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://jsr.sagepub.com/content/13/4/426.refs.html >> Version of Record - Oct 24, 2010 OnlineFirst Version of Record - May 21, 2010 What is This? Downloaded from jsr.sagepub.com by guest on May 7, 2012 Job Characteristics and the Creativity of Frontline Service Employees ´rio Augusto1 Filipe Coelho1 and Ma Journal of Service Research 13(4) 426-438 ª The Author(s) 2010 Reprints and permission: sagepub.com/journalsPermissions.nav DOI: 10.1177/1094670510369379 http://jsr.sagepub.com Abstract This study investigates the main and interactive effects of job characteristics on the creativity of frontline service employees. Past research investigates the link between job complexity, an index measure of job characteristics, and employee...
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...CHAPTER 15 Job Design LEARNING OBJECTIVES When you have finished studying this chapter, you should be able to: 1. Describe and contrast the common approaches to job design. 2. Discuss the linkages between job design and technology. 3. Explain the job characteristics enrichment model and its relationship to work motivation. 4. Describe the sociotechnical systems model and its relationship to organizational effectiveness. Preview Case: Texas Nameplate Company COMMON JOB DESIGN APPROACHES Comparative Framework Job Rotation Job Engineering Job Enlargement Competency: Managing Change—Westinghouse Air Brake Job Enrichment Sociotechnical Systems Ergonomics Competency: Managing Diversity—Benteler Automotive Corporation JOB DESIGN AND TECHNOLOGY Role of Workflow Uncertainty Role of Task Uncertainty Combined Effects of Workflow and Task Uncertainty Role of Task Interdependence Competency: Managing Communication— David Berdish Fosters Dialogue Interrelationships among Job Design and Technology Concepts JOB CHARACTERISTICS ENRICHMENT MODEL Framework Job Characteristics Individual Differences Job Diagnosis Implementation Approaches Job Characteristics and Technology Social Information Processing SOCIOTECHNICAL SYSTEMS MODEL Competency: Managing Across Cultures—Job Design in the Malaysian Nursing Context Social Systems Technological Systems Moderators Core Concepts Implementation Issues Competency: Managing Teams—Consolidated Diesel’s Engine Plant CHAPTER SUMMARY Key Terms and...
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...Topic-3 Introduction Job specialization is basically a job that is comprised of a small portion of larger vocation or procedure (Williams and Mcwilliams). Job specialization is economical and hence used by companies as it takes less time to learn. Specialized jobs are very simple and easy in designing that everyone can acquire in a short period of time. On the other hand, job specialization will also result in low job satisfaction and higher potential for employee boredom and absenteeism as well as higher error rate issues arises. This essay will outline the methodologies for specialized jobs that can be modified to reduce boredom and low satisfaction associated with job specialization through Job characteristic model. Body paragraphs The main reason for low satisfaction from job specialization is internal motivation which means when employees feel good at work as they praised by their bosses. Similarly, specialized jobs can be modified with the help of five strong job characteristics. These are as follows: 1. Skill variety: The degree to which the job requires a man to use the diversion of high-level skills (Bauer). 2. Task Identity: The extent to which a man is accountable for finishing an identifiable bit of work. 3. Task significance: It relates to check whether a person’s job affects others work or not (Bauer). 4. Autonomy: The extent where a person or employee gets freedom and independence to interact with customers rather than just receiving orders...
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...Management & Organization BMGT_335_8 “Job Characteristics Model” Using the Job Characteristics Model discussed in Chapter 10 (see Figure 10.2), how could you enrich the following jobs to make them more motivating and fulfilling: (1) secretary, and (2) salesperson? Before we begin the discussion on the following five core job characteristics: skill variety, task identity, task significance autonomy and job feedback that relate to the two specific jobs within the question. I will first touch upon the importance of motivation and fulfillment. Most companies may falsely believe that money, and money alone is the biggest motivation for the workers that they employ. There seems to be many other avenues that organizations could take, to begin to work on motivation and fulfillment of employees that can be more effective than simply a good salary that would get workers to become more motivated, committed and fulfilled at work. One way to improve on these characteristics would be how the organization designs the jobs employees are assigned to. Is the jobs main focus in one area and one area only, is the worker assigned a specific task that they become highly skilled in? If the answer is yes ; then this can lead to both lack of motivation and fulfillment due to the job being highly repetitive in nature, the employee will become bored. This will lead to detachment from the organization and the success of the company they work for. Employees crave variety and doing different daily...
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...Leadership trait theories attempt to explain distinctive characteristics accounting for leadership effectiveness. Behavioural leadership theories attempt to explain distinctive style used by effective leaders to define the nature of their work. Behavioural research focus on finding ways to classify behaviour that facilitate our understanding of leadership. Both behavioural and trait theories attempt to find one best leadership style in all situations. In 1960s, leadership paradigm shifted to contingency leadership theories. Contingency leadership theory attempt to explain the appropriate leadership style based on the leaders, followers, and situations. In mid-to-late 1970s, the paradigm began to shift to the integrative. Integrative leadership theories attempt to combine the trait, behaviour, and contingency theories to explain successful, influencing leader-follower relationship. CONTIGENCY LEADERSHIP THEORIES Fred E. fiedler Contingency leadership model is used to determine if a person is task or relationship- oriented, and if the situation matches the leadership style to maximize performance. Framework: -determine the dominant leadership style(task/relationship) -determine situational favourableness. The degree in which a situation enables the leader to exert influence over the followers. Three variables to determine the favourableness. 1. leader-member relations 2. task structure.(the more structure the jobs are, the more favaourable the situation). 3. position...
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...Kano model is a tool that can be used to prioritize the Critical to Quality characteristics, as defined by the Voice of the Customer The three categories identified by the Kano model are: Must Be: The quailty characteristic must be present or the customer will go elsewhere. Performance: The better we are at meeting these needs, the happier the customer is. Delighter: Those qualities that the customer was not expecting but received as a bonus The First Step for Creating the Kano Model: Identifying the Voice of the Customer The first step for creating the Kano model is to identify the quality characteristics that are typically fuzzy, vague and nebulous. These quality characteristics are referred to as the Voice of the Customer (VOC). Once the Voice of the Customer is understood, we can attempt to translate it into quantitative terms known as critical to quality (CTQ) characteristics. This should not be a new concept for those familiar with the Six Sigma methodology. What happens from here, though, can sometimes go astray if we are not careful and try to put our own spin on the needs of the customer. This may be the result of trying to make things more easily obtainable for us—a formula for failure. Use the Kano Model to Prioritize the Critical to Quality Characteristics So, now that we have identified what is important to the customer in workable terms, we can go to the second step. Always keeping the customer in mind, we can apply the concepts outlined in the Kano model diagram ...
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... 5, 928 –944 Copyright 2005 by the American Psychological Association 0021-9010/05/$12.00 DOI: 10.1037/0021-9010.90.5.928 Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes Derek S. Chapman, Krista L. Uggerslev, Sarah A. Carroll, Kelly A. Piasentin, and David A. Jones University of Calgary Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job– organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job– organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor–job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice. Keywords: recruiting, job choice, applicant reactions, person– organization fit, meta-analysis a quantitative review of this literature has not been conducted. A meta-analytic review would complement...
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...this assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each have been identified and put forth. It has also been shown that through the use of the above mentioned methods the boredom and low job satisfaction associated with Job Specialisation can be remedied thereby meeting all...
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...Question 1 Describe a task that you’ve done recently for which you exerted a high level of effort. Explain your behavior, using any three of the motivation approaches described in this COURSE. Motivation is essential to almost any aspect of life. Nature has an intrinsic motivation; it does what it does in and out of itself, without further reflection. There are few humans on this planet who do not question or reflect on their motivation for certain tasks every day. And yet, it is such an underdeveloped field of research. There are many theories, but from their diversity we can gleam their inability to capture the complexity of human motivation in a simple, natural way. Kleinginna et al. (1981) suggested that motivation can be referred to those energizing/arousing mechanisms with relatively direct access to the final common motor pathways, which have the potential to facilitate and direct some motor circuits while inhibiting others. The mechanisms sometimes may influence sensory input and analysis as well. Kleinginna et al. (1981) recognized at least two obstacles to acceptance of a restrictive definition; first, the specific physiological mechanisms are difficult to identify completely and second, the non-psychologist commonly uses the term motivation in the all-inclusive sense. Wikipedia define motivation as the activation or energization of goal-oriented behavior. Motivation may be intrinsic or extrinsic. [...] According to various theories, motivation may be rooted...
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