Job redesign aims to make jobs more motivating by changing core job dimensions like skill variety, task identity, task significance, autonomy, and feedback. This can involve job enlargement, job rotation, or job enrichment. The job characteristics model links these core dimensions to critical psychological states and positive outcomes for employees and organizations. Effective job redesign follows principles of the job characteristics model and addresses diagnostic questions about needs, feasibility, and enabling conditions for change.

1. Employee Motivation

2. Job Redesign Changing / restructuring the elements of a job making it more motivating for the performer. Enhancing motivational potential of a job by altering core job dimensions.

3. Specialized to Enlarged Jobs Job enlargement = same-level activities Job rotation = moving from one job to another Job enrichment = redesigning to experience more responsibility, achievement, growth and recognition

4. Example Controlling Doing Controlling Doing Before vertical enrichment After vertical enrichment

5. Job Redesign Scientific management approach Specialization = productivity and efficiency Hugh human and organizational cost: high absenteeism and turnover, poor quality product, dehumanization and work alienation Quality of work life (QWL) approach Job motivation = higher productivity and satisfaction Job enrichment strategy

6. Job Characteristics Model Core Job Dimensions Critical Psychological States Outcomes Skill variety Task identity Task significance Autonomy Feedback Experienced meaning- fullness of the work Experienced responsibility for work outcomes Knowledge of results of the work High internal work motivation High quality work performance High satisfaction with the work Low absenteeism and turnover Employee growth need strength Context satisfaction

7. Motivational Differences in Jobs SV TI TS AU FE Low Moderate High 1 2 3 4 5 6 7 Job characteristics 0 40 80 120 160 200 240 Job 280 320 360 A B MPS

8. Job Redesign Strategies Implementing Principles Core Job Characteristics Combining tasks Forming natural work unit Establishing client relationships Vertically loading the job Opening feedback channel Skill variety Task identity Task significance Autonomy Feedback

9. Diagnostic Questions for Redesign Assessing the need for job redesign Is there a problem or exploitable opportunity? Does it centrally involve motivation, satisfaction or work effectiveness? Might the design of the work be responsible for observed problem? What aspects of the job most need improvement?

10. Diagnostic Questions for Redesign Determining the feasibility of job redesign How ready are the employees for change? How hospitable are organizational systems to needed change?

11. Enabling Conditions Reward systems facilitating implementation Supervisory training for facilitating redesign Organizational climate facilitating implementation

12. Alternatives to Job Redesign Flexitime Job sharing Compressed work week