![]() ![]() Mechanistic best for mass production – standardized products but produce efficiently Process (continuous) – research is critical to develop new products To meet customer specs be flexible marketing critical, eg. Organic best for two extremes Job order/small batch – must develop product Continuum from job order->mass production- >process ![]() what structures were best for each and why? How did Woodward define the continuum of technology and organizational design, i.e. ![]() Support staff – individuals who provide indirect support services, such as consultants or corporate attorneys M iddle line – managers who transfer info between strategic apex and operating core, such as regional sales managers or chair of academic department O perating core – trained employees doing basic work, such as teachers in schools and chefs/waiters in restaurants T echnostructure – specialists who standardize activities, such as accountants, computer systems analysts How job tasks are divided/grouped to control behavior and achieve goals. Sociotechnical theory (interaction between technical and social demand of job)Ĭhapter 14 Organization Structure What impacts the structure of an organization? O Total quality management – combines job enrichment with Lawyer or are you satisficing? What is the relationship between total quality management and sociotechnical theory? -past behaviors – eg did you really want to be a Job perception impacted by -social environment – coworkers, supervisors, etc. O Social information processing model (Salancik and Pfeffer) What impacts job perception in the social information processing model? O Motivation Potential Score – motivating potential Applies to teams as well o Job Diagnostic Survey to analyze five dimensions Moderated by the growth need/self-actualization of employee Performance, satisfaction, low absenteeism and turnover Responsibility – autonomy on the job Knowledge of results – feedback Above three can result in high motivation, Meaningfulness – skill variety, task identity and significance O Job Characteristics Model (Hackman and Oldham) What are the elements of the Job Characteristics Model? What moderates the results? How can you measure job characteristics and their motivating potential? Work/family balance Flextime Job sharing Telecommuting Improve physical and emotional well-being of employees Why is quality of work life and work life balance important? What are some approaches that support that balance? Worker focused on “how” rather than “what” Supports high performance work systems thatĮncourage employees to work in a self-motivated way through teamwork and rotating among jobs… supporting learning Of measurable, observable, behavioral competencies an employee must exhibit to perform well What is competency-based job analysis? o Competency-based job analysis – describing a job in terms Increases job depth and accordingly fulfills growth and autonomy needs. Practice of increasing discretion individual can use to select activities and outcomes. Practice of increasing the number of tasks for which an individual is responsible. Degree of influence or discretion that an individual possesses to choose how a job will be performed. The more tasks required, the greater the job range. Number of tasks a person is expected to perform while doing a job. Performance What’s difference between job range/horizontal job loading and job depth/vertical job loading? How do job enlargement and job enrichment relate to these two concepts? What are the elements of job analysis? o Job analysis -> job design -> perceived job content -> job Two individuals doing the same job may have the same or different perceptions of job content. Specific job activities and general job characteristics as perceived by individual performing the job. ![]() O Perceived job content – recall perception is reality? MGMT 4375-Organizational Behavior EXAM #3 REVIEW QUESTIONSĬhapter 13 Work Design How do the motivational theories impact work design and how does this relate to “perceived” job content? ![]()
0 Comments
Leave a Reply. |