Job Design and Task Management

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Questions and Answers

What is the primary factor that influences how an organization assigns tasks to employees?

The skills and experience necessary for the tasks (correct)

The organizational structure and hierarchy

The preferences of the employees

The availability of resources within the organization

What is the typical method used by organizations to ensure that tasks are completed by qualified individuals?

Designing standard jobs around tasks requiring common skills (correct)

Relying solely on employee self-development

Assigning tasks randomly to employees

Hiring only from prestigious universities

What is a potential drawback of having highly specialized jobs within an organization?

Easier training processes for new hires

Decreased efficiency in task completion

Increased overall job satisfaction among employees

Making jobs less meaningful for employees (correct)

How might employees typically acquire the necessary skills for certain tasks?

Via specialized training programs or apprenticeships Signup and view all the answers

What is commonly identified as a characteristic of tasks required within an organization?

They often have already identified common skills Signup and view all the answers

What is a primary risk if jobs become too tedious or stressful?

High turnover rates in those positions Signup and view all the answers

Which aspect of job design is related to the breadth of skills used in a job?

Skill Variety Signup and view all the answers

What did Hackman and Oldham's Job Characteristics Model primarily aim to address?

Employee satisfaction and job performance Signup and view all the answers

Which of the following is NOT a component of the Job Characteristics Model?

Task Repetition Signup and view all the answers

What is the main focus of effective job design?

Balancing efficiency with meaningful work Signup and view all the answers

What is characteristic of a Divisional Structure?

It brings together diverse skills to focus on specific products or customer groups. Signup and view all the answers

In a decentralized organizational structure, what is primarily delegated to lower levels of management?

Authority to make decisions with accountability for outcomes. Signup and view all the answers

Which of the following best describes 'Span of Control'?

The number of direct reports assigned to a manager. Signup and view all the answers

What mechanism do shareholders typically use to ensure their authority is not misused?

Implementing independent audits. Signup and view all the answers

Which statement about organizational hierarchy is accurate?

Trend toward flatter structures suggests a reduction in organizational levels. Signup and view all the answers

Study Notes

Organization Needs to Identify All Tasks

To complete "Right Work", organizations need to identify all tasks, some done internally, some outsourced.
Tasks are assigned to individuals with the necessary skills.
Organizations need to determine the needed skills and find qualified people.
Many tasks are common, and skills acquisition methods are available (training programs, trade schools, apprenticeships).

Job Design Considerations

Jobs should be designed to be reasonable and achievable by an individual.
Early industrialization created specialized, simplified jobs for efficiency, but this often led to monotonous work and employee dissatisfaction.
Effective job design balances efficiency with meaningfulness for employees.
Job Design aims for efficiency and meaningful work for employees.

Job Characteristics Model

Skill Variety: Extent to which a job uses different skills.
Task Identity: Extent to which a job requires a worker to complete a whole task.
Task Significance: Extent of job effect on other people.
Autonomy: Extent of job freedom and control.
Feedback: Extent of information on job performance.

Contingency Factors in Job Design

Employee knowledge/skills are crucial for job success.
Job satisfaction depends on employee motivation/personal growth desire.
Effective Job Design requires analyzing job characteristics and assessing employees' satisfaction.

Organizational Structure

Job groupings into work groups for easier collaboration, accountability, and decision-making.
Effective delegation of authority and responsibility.
Various structures: Functional (similar skills), Divisional (diverse skills), Matrix (both function and division).
Span of Control (number of direct reports) and Levels of Hierarchy (managerial levels) affect organizational efficiency.

Integrating and Coordinating Workflows

Coordination techniques: Liaisons, Task Forces, Cross Functional Teams, Integrating Roles, Cross-functional teams.
Importance of collaboration across departments and teams
Structures like task forces or cross-functional teams are useful for specific projects or ongoing activities.
Integrating roles ensure communication and coordination among groups.

Organization Culture

Culture is the norms, beliefs, values, and attitudes shared by employees.
A culture that supports the organization's goals and strategies leads to success.
Understanding organizational culture is crucial for effective design.
Cultures with similar values generally lead to better work efficiency.

Changing Organization Culture

Organizations need to identify their target culture and align it with their strategy.
The Boston Consulting Group suggests seven dimensions of culture to aid in evaluation and design.
Critical levers for changing culture include leadership, people development, performance management, informal interactions, organizational structure, resources, and values.

Agile Organizations

Agile organizations are quickly adapting to dynamic environments.
Employs empowered teams, rapid decision making, and strong focus on individual employee talents for better results.
The trademarks of a successful agile organization include empowered teams, a focus on clear goals, rapid decision cycles, dynamic employees, and next-gen technology.

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Description

This quiz explores the principles of job design and the importance of identifying tasks within organizations. It covers the Job Characteristics Model and looks into how effective task allocation can lead to employee satisfaction and efficiency. Test your understanding of how organizations can design jobs that balance efficiency and employee engagement.