Job Design and Stress Management Perilaku Organisasi.

Job Design and Stress

Management

Job Design and Stress

Management

Perilaku Organisasi

© 2005 Prentice Hall Inc. All rights reserved.

Objective of HR Strategy

To manage labor and design jobs so people are effectively and efficiently utilized

Use people efficiently within constraints

Provide reasonable quality of work life

© 1995 Corel Corp.


Stress

A dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important.

Work Stress and Its Management


Work Stress and Its Management

Constraints

Forces that prevent individuals from doing what they desire.

Demands

The loss of something desired.


Potential Sources of Stress

Environmental Factors

– Economic uncertainties of the business cycle

– Political uncertainties of political systems

– Technological uncertainties of technical innovations

– Terrorism in threats to physical safety and security


Potential Sources of Stress

Organizational Factors

– Task demands related to the job

– Role demands of functioning in an organization

– Interpersonal demands created by other employees

– Organizational structure (rules and regulations)

– Organizational leadership (managerial style)

– Organization’s life stage (growth, stability, or decline)


Potential Sources of Stress (cont’d)

Individual Factors

– Family and personal relationships

– Economic problems from exceeding earning capacity

– Personality problems arising for basic disposition

Individual Differences

– Perceptual variations of how reality will affect the individual’s future.

– Greater job experience moderates stress effects.

– Social support buffers job stress.

– Internal locus of control lowers perceived job stress.

– Strong feelings of self-efficacy reduce reactions to job stress.


Consequences of Stress

High LevelsHigh Levelsof Stressof Stress

High LevelsHigh Levelsof Stressof Stress

PhysiologicalPhysiologicalSymptomsSymptoms

PhysiologicalPhysiologicalSymptomsSymptoms

BehavioralBehavioralSymptomsSymptoms

BehavioralBehavioralSymptomsSymptoms

PsychologicalPsychologicalSymptomsSymptoms

PsychologicalPsychologicalSymptomsSymptoms


A Model of Stress


Inverted-U Relationship between Stress and Job Performance


Managing Stress

Individual Approaches– Implementing time management– Increasing physical exercise– Relaxation training– Expanding social support network


Managing Stress

Organizational Approaches– Improved personnel selection and job placement– Training– Use of realistic goal setting

– Redesigning of jobsRedesigning of jobs– Increased employee involvement– Improved organizational communication– Offering employee sabbaticals– Establishment of corporate wellness programs


Job Design

The process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks.

• Job specialization• Job expansion• Psychological components• Self-directed teams• Motivation and incentive systems• Ergonomics and work methods


Job Specialization

• Involves• Breaking jobs into small component parts • Assigning specialists to do each part

• Greater dexterity & faster learning• Less lost time changing jobs or tools• Use more specialized tools• Pay only for needed skills


Job Expansion

• Process of adding more variety to jobs• Intended to reduce boredom associated

with labor specialization• Methods

• Job enlargement• Job enrichment• Job rotation• Employee empowerment


Job Expansion

Job enlargement,Increasing the number of tasks a worker performs but keeping all of the tasks at the same level of difficulty and responsibility; also called horizontal job loading.

Job enrichment,Increasing a worker’s responsibility and control over his or her work;also called vertical jab loading.

Ways of enriching jobs:•Allow workers to plan their own work schedules•Allow workers to decide how the work should be performed•Allow workers to check their own work•Allow workers to learn new skills


Job Expansion


Job Expansion

GeriatricsGeriatrics

PediatricsPediatrics

MaternityMaternity

Job Rotation


Job Expansion

ControlControl

Decision-MakingDecision-Making

PlanningPlanning

Employee empowerment


Psychological Component

• Individuals have values, attitudes, and emotions that affect job resultsExample: Work is a social experience that affects belonging needs

• Effective worker behavior comes mostly from within the individualScientific management argued for external financial rewards

• First examined in ‘Hawthorne studies’


Hawthorne studies (psychological component)

• Conducted in late 1920’s• Western Electric Hawthorne plant• Showed importance of the individual in the

workplace• Showed the presence of a social system in

the workplace

Conclusions;Conclusions;Increased productivity was due to workers’ receiving attention, and social pressure caused workers to produce at group-norm level.


Self-Directed Teams

Group of empowered individuals working together for a common goal

May be organized for short-term or long-term objectives

Reasons for effectiveness– Provide employee empowerment– Provide core job characteristics– Meet psychological needs (e.g., belonging)


Job Design Continuum

Increasing reliance on employees’ contribution and increasing acceptance of responsibility by employee

SpecializationSpecialization

EnlargementEnlargement

EnrichmentEnrichment

EmpowermentEmpowerment

Self-directed Self-directed TeamsTeams


Motivation and Money

Taylor’s scientific management (1911)– Workers are motivated mainly by money– Suggested piece-rate system

Maslow’s theory (1943)– People are motivated by hierarchy of

needs, which includes money Herzberg (1959)

– Money either dissatisfies or is neutral in its effect


Monetary Incentives

Bonuses: Cash & stock options Profit sharing: Distribution of profits Gain sharing: Reward for company

performance (e.g., cost reduction) Incentive systems

– Measured daywork: Pay based on standard time

– Piece rate: Pay based on pieces done


Ergonomics

Study of work Also called ‘human factors’ Involves human-machine interface Examples

– Mouse– Keyboard

Job Design and Stress Management Perilaku Organisasi.

Documents

prentice hall

job expansion slide

job performance slide

perceived job stress

job expansion job enlargement

job design

job role

work stress