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Chapter 6

MGHB02H3 Chapter Notes - Chapter 6: Motivation, Job Satisfaction, Job Design


Department
Management
Course Code
MGHB02H3
Professor
Melissa Warner
Chapter
6

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Chapter 6 | Motivation in Practice
Job Design as a Motivator
Job Design
oStructure, content, and configuration of a person’s work tasks and roles.
oThe goal of job design is to identify the characteristics that make some tasks more
motivating than others and to capture these characteristics in the design of jobs.
oAn attempt to capitalize on intrinsic motivation.
Job Scope and Motivation
Job Scope
oThe breadth and depth of a job.
Breadth
oRefers to the number of different activities performed on the job.
Depth
oRefers to the degree of discretion or control the worker has over how these tasks
are performed.
Low-Scope Job example is traditional assembly line job. Low scope jobs are when
workers specialize in a single task.
High breadth with little depth or vice versa is still considered low in scope.
High scope jobs provide more intrinsic motivation than low scope jobs.
Job Rotation
oRotating employees to different tasks and jobs in an organization.
oEmployees are rotated to different tasks and jobs in an organization.
oIt can involve working in different functional areas and departments
oIt can provide a variety of challenging assignments, develop new skills and
expertise, and prepare employees for future roles.
Job Characteristics Model
Job Characteristics Model proposes that there are several “core” job characteristics that
have a certain psychological impact on workers.
The psychological states induced by the nature of the job lead to certain outcomes.
Several factors called moderators influence the extent to which these relationships hold
true.
Core Job Characteristics
oSkill Variety
Opportunity to do a variety of job activities using various skills and talents
High Variety: Owner operator of a garage who does electrical repair,
rebuilds engines, etc.
Low Variety: Body shop worker who spray paints eight hours a day.
oAutonomy
The freedom to schedule one’s own work activities and decide work
procedures.
High Autonomy: Telephone installer who schedules his or her own work
for the day, makes visits without supervision and decides on the most
effective techniques for a particular installation.
Low Autonomy: Telephone operator who must handle calls as they come
according to a routine, highly specified procedure.
oTask Significance
Impact that a job has on other people
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