Motivational Approach, Engineering Aproach

Ok, so let’s discussion the motivational approach. The motivational approach, based mostly on the work of Herzberg and of Hackman and Oldham, is the classic job enrichment model (Cummings & Worley, 2015). Herzberg’s two-factor theory of motivation proposed that certain attributes of work such as meaningfulness, responsibility, and recognition serve as motivation to increase job performance and satisfaction. Other attributes called hygiene factors, including factors like working conditions and pay, do not motivate but rather prevent dissatisfaction (Cummings & Worley, 2015). Hackman and Oldham developed a model of job design that included five core dimensions which affect job outcomes. The five core dimensions include skill variety, task identity, task significance, autonomy, and feedback (Cummings & Worley, 2015).

Pick one of those models and expand on the explanation. How would you react to that sort of approach to work? What are some advantages? Barriers?

Cummings, T. G., & Worley, C. G. (2015). Organization development & change (10th ed.). Cengage.

Work design means creating jobs and work groups that generate high levels of employee fulfillment and productivity. The chapter examines three approaches to work design. The engineering approach, motivational approach and the sociotechnical systems approach enrichment. We will look at each one of these separately throughout the week. Let’s start with the engineering approach.

The engineering approach is the oldest and most prevalent approach to designing work. It produces two kinds of work design: traditional jobs and traditional work design (Cummings & Worley, 2015). It remains an important work design intervention because its immediate cost savings and efficiency can easily be measured, selection costs are low, and training costs are minimized (Cummings & Worley, 2015). Traditional jobs involve relatively routine and repetitive forms of work.
Where might we see this type of design?

Cummings, T. G., & Worley, C. G. (2015). Organization development & change (10th ed.). Cengage.

Answer both questions with a Maximum of 100 words.

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