Job Design and Goal Setting

Job design and goal setting are the most comprehensive approaches to making work more productive for employers and interesting for employees.

Below we discuss what studies reveal, and experts are saying about job design and goal setting.

At Ohio State University's Fisher College of Business, one presenter teaches that the key job elements include the following:

  • Variety: A job that requires the completion of the same tasks over and over will ultimately be boring. Simply adding variety can give a job more meaning.
  • Skill: Skill variety involves giving employees the opportunity to use several of their talents and abilities on the job. This allows a worker to express more facets of their personality, importantly creating more interest in their jobs, according to www.psychologyandsociety.com.
  • Task Identity: at BusinessDictionary.com, task identity is defined as the "extent to which a job involves doing a complete from beginning to end and identifiable piece of work with a visible outcome, as opposed to doing only a portion of the job." Obviously it is an important key to job satisfaction.
  • Task Significance: People like to feel that they have achieved something meaningful during the working day and to see and know that somehow the completion of these tasks contributed to their organization (noted at the Web site of the University of Toronto Environmental Health and Safety).
  • Independence: Employer's would be wise to allow their organization members/employees the opportunity to be involved in making decisions concerning their jobs
  • Feedback: According to Mark Murphy, CEO of Leadership IQ, employees are sadly lacking and desperately needing feedback from their employers. They want "information about their performance—good, bad or otherwise. Workers want to know how to improve and grow; they want to perform their best".

Job Design and Goal Setting

Employees Are Desperate for Feedback

For better job planning and goal setting, examining the key elements, how they connect to psychological condition and the work outcomes that follow is strongly suggested at Ohio State University's Fisher College of Business.