Summary

This document discusses the history of job design, exploring economic theories of division of labor, the human relations movement, and Herzberg's motivator-hygiene theory. It examines how different perspectives on job design have evolved over time, particularly regarding employee satisfaction and motivation.

Full Transcript

History of Job Design Economic Theories of Division of Labor ● ● ● ● Rooted in economic perspectives on division of labor (Babbage, 1835; Smith, 1776) Basically: Productivity can be increased by breaking jobs into simple tasks Employees develop specialized skills and efficient techniques Minimizes...

History of Job Design Economic Theories of Division of Labor ● ● ● ● Rooted in economic perspectives on division of labor (Babbage, 1835; Smith, 1776) Basically: Productivity can be increased by breaking jobs into simple tasks Employees develop specialized skills and efficient techniques Minimizes distractions and reduces time wasted on task-switching Human Relations Movement ● ● ● ● Emerged in response to Scientific Management's focus on efficiency over employee satisfaction/motivation Hawthorne Studies: ○ Initially aimed to improve environmental conditions for productivity ○ Ultimately found that listening to employee opinions were primary drivers of productivity Research agenda focused on job design to satisfy employees' psychological needs (varying break intervals, working hours, and vacations) X & Y Theory McGregor (1960) - Managers believe X or Y Description Theory X Theory Y Employees' Characteristics Employees are lazy, dislike work and responsibility, prefer to follow rather than lead Work can be enjoyable, employees can be self-motivated and ambitious, seek responsibility, exercise self-control and self-direction Outcome Micromanagement, restriction of autonomy and freedom Empowerment and participative management ● Motivator-Hygiene Theory Herzberg (1966) ○ Job satisfaction/dissatisfaction distinct states caused by different factors ○ However: little empirical support for predicting satisfaction ○ "Motivators" intrinsically motivated to job content cause satisfaction ■ eg growing, receiving recognition etc ○ "Hygiene" factors related to job context lead to dissatisfaction ■ eg supervision etc

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