Job design has much to do with motivation on the job as it refers to the job functions, tasks, expectations, and responsibilities of the position held which can aid in employee engagement and employee engagement. Job enrichment models define job motivation potential in terms of the opportunities the job provides to the employee on a psychological level (Erez, 2011). Job design also must do with the relational aspect of the of the positions held. Relational aspects can include working in groups and teams, feedback, and personal gains and achievements. Grant (2007) in his studies stated that adding a relational aspect to positions could enhance the motivational potential of the job and increase its meaningfulness. The mentioned studies show that goal setting and job design have a major role if an employee will be engaged in their work and if they will be motivated.
Erez, M. (2011). Cross-cultural and global issues in organizational psychology. In S. Bedeck, S.
Bedeck (Eds.), APA handbook of industrial and organizational psychology, Vol 3:
Maintaining, expanding, and contracting the organization (pp. 807-854). Washington,
DC, US: American Psychological Association. doi:10.1037/12171-023
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference.
Academy of Management Review, 32, 393–417.
No comments:
Post a Comment