Author Question: What are the 5 dimensions of job enrichment? Give a brief explanation of each. What will be an ... (Read 70 times)

crazycityslicker · **on:** Jul 7, 2018

What are the 5 dimensions of job enrichment? Give a brief explanation of each.

What will be an ideal response?

Question 2

Explain the formal and informal aspects of organizational design, the design elements related to each and their relationship in implementing change.

What will be an ideal response?

aidanmbrowne · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

a. Skill variety: The degree to which a job requires a variety of different activities in carrying out the work, involving the use of a number of different skills and talents.
b.
Task identity: The degree to which the job requires completion of a whole and identifiable piece of work; that is, doing a job from beginning to end with a tangible outcome.
c.
Task significance: The degree to which the performance of the task has a substantial impact on outcomes that are deemed important to employees, to the organization, and/or to society as a whole.
d.
Autonomy: The degree to which the job provides substantial discretion to the individual in scheduling work and determining procedures for carrying it out.
e.
Feedback: The degree to which carrying out work activities required by the job results in the individual acquiring direct and clear information about the effectiveness of his or her performance.

Answer to Question 2

mal aspects of design include rewards and performance measurements as well as the reporting relationships depicted on an organization chart. Informal aspects of design relate to how people perform the required tasks of the organization and how they collaborate and work with others, both inside the organization (others within their own groups as well as across groups and functions) and outside
Formal: Compensation and measurement & Reporting structures.
Informal: Defining roles and responsibilities of employees: Defining relationships within the organization and between the organization and external stakeholders.
When implementing change, start with informal design to create behavior changes and follow up later with formal design to reinforce those changes.