1. Job Design. The first to undertake job design for individuals was Frederick W. Taylor, who developed the industrial engineering or scientific management approach in 1911. Motivator factors are intrinsic to the work itself and include responsibility, achievement, recognition, and personal growth in competence. Having trouble finding the perfect essay? This is deal with dissatisfied workers by increasing the depth of their jobs. This requires an appropriate job structure in terms of content, function, and relationship. Job designs are the various ways in which an organization can apply to the workplace to improve the work output of the staffs. But above all, it was a mechanistic approach to job design that primarily served short-term productivity and efficiency, limiting worker autonomy as far as possible and making little effort to enhance people's working lives. Electrophysiologist (Senior Scientist or Associate Principal Scientist You also have the option to opt-out of these cookies. We discuss several of these approaches below. Human resource management, 48(6), 871-893. The important approaches or strategies a job design involves are job enlargement, job enrichment job simplification, job rotation, quality of work life and goal-setting. The growing complexity of the work environment also suggests the need to include additional contingencies (moderators) in the model. They now demand jobs that are to their liking and competency and in which they can perform the best. var slotId = 'div-gpt-ad-iedunote_com-medrectangle-3-0'; The mechanistic structure requires leaders to build loyalty among workers who report directly to them. Top 6 Approaches to Job Design | Motivation Tools - Your Article Library
