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Job Design


Job Design


Scientific Management

First. Find, say, ten or fifteen different men (prefereably in as many separate establishments and parts of the country) who are especially skilful in doing the particular work to be analyzed.
Second. Study the exact series of elementary operations or motions which each of these men uses in doing the work which is being investigated, as well as the implements each man uses.
Third. Study with a stop-watch the time required to make each of these elementary movements and then select the quickest way of doing each element of the work.
Fourth. Eliminate all false movements, slow movements, and useless movements.
Fifth. After doing away with all unnecessary movements, collect into one series the quickest and best movements as well as the best implements.

Psychological States: Definitions

Experienced Meaningfulness of the Work: The degree to which the individual experiences the job as one which is generally meaningful, valuable, and worthwhile
Experienced Responsibility for Work Outcomes: The degree to which the individual feels personally accountable and responsible for the results of the work he or she does
Knowledge of Results: The degree to which the individual knows and understands, on a continuous basis, how effectively he or she is performing the job.

Motivating Potential Score (MPS)

A way to combine the five core job characteristics to give a single index of the overall potential of a job to promote work motivation.

Individual Growth Need Strength

Differences among people moderate how they react to their work
Prediction: People who have high need for personal growth and development will respond more positively to a job high in motivating potential than people with low growth need strength.

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