2. Table of Contents
– Possible Forms of Job Rotation
– Individual and Organizational Perspectives of
Career Planning
– Steps
– A SMART Objective Is One That Is
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3. Job Characteristics Model
– the extent to which the job requires a variety of
activities;
– the extent to which the job requires completion of
a whole and identifiable piece of work;
– the extent to which a job has a substantial effect
on the work of other employees;
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4. Job Characteristics Model (con.)
– the extent to which the job provides substantial
independence and freedom in determining and
performing tasks;
– the degree to which carrying out the job results
in receiving direct and clear information about
the progress and effectiveness of the
performance
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5. H
Core Job
Critical
Psychological
Core Job
Characteristics Characteristics
State
High Internal Work
Skill Variety Experienced Motivation
Task Identity Meaningful of
Work High Growth Job
Task Significance Satisfaction
Experienced High General Job
Responsibility for Satisfaction
Task Identity
Work Outcome
High Work
Effectiveness
Knowledge of the
Feedback Low Absenteeism
Results
Rate
Employee’s growth 5 from 17
needs strength
6. Job Characteristics Model (con.)
meaningfulness of the work × responsibility × regulation
Skill variety, task identity, task significance autonomy feedback
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9. Development and motivation in
practice
– assigning new job when it is no longer challenging.
– Expanding job horizontally; increasing the variety of
tasks.
– Expanding job vertically; increasing authority and
giving more responsibility; allowing to perform a
complete task.
– Providing a clear plan of employees’ future career.
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10. Possible forms of job rotation
– where the employees their
while various special .
– based on an allocation of time where an employee
at their for (like
mornings) and during the they
to another department or project.
people units in
order to explore a wider range of experiences.
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12. Management by objectives
participative process of goal setting.
and
.
Overall Divisional Departmental Individual
Objective Objective Objective Objective
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13. Management by objectives (con.)
– Specificity
– Participative decision making
– Explicit time period
– Performance feedback
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15. Management by objectives (con.)
– the goal and methods are clearly defined.
– Is there a description of a precise or specific behavior / outcome
which is linked to a rate, number, percentage or frequency?
– the objectives are measured numerically
– Is there a reliable system in place to measure progress towards
the achievement of the objective?
– humanly possible, and the project has all the required resources
– With a reasonable amount of effort and application can the
objective be achieved?
– Can the people with whom the objective is set make an impact
on the situation?
– set deadlines
– Is there a finish and/or a start date clearly stated or defined?
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