![]() ![]() 2010 South-Western, a part of Cengage Learning. Job CharacteristicsJob Characteristics Model (Hackman and Oldham)Job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover. Job Enrichment FactorsIncreasing the level of difficulty and responsibility of the jobAllowing employees to retain more authority and control over work outcomesProviding unit or individual job performance reports directly to employeesAdding new tasks to the job that require training and growthAssigning individuals specific tasks, enabling them to use their particular competencies or skills 2010 South-Western, a part of Cengage Learning. All rights reservedįIGURE 4.3Basis for Job Design 2010 South-Western, a part of Cengage Learning. Job DesignJob DesignAn outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.Job Enrichment (Herzberg)Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work more rewarding or satisfying.Providing opportunities for achievement, recognition, growth, responsibility, and performance. Learning OutcomesAfter studying this chapter, the students should be able to :Describe some job design conceptsDescribe the various factors that must be taken into account in designing a jobBina Nusantara University* ![]() Job Design5Matakuliah: J0124 Manajemen Sumber Daya ManusiaTahun : 2010 ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |