History of Job Design PDF

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