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Skip to 0 minutes and 2 seconds This article described the second module of job design. It is Robert Karasek’s job demands-job control model.

Skip to 0 minutes and 12 seconds You remember the job characteristics model of Hackman & Oldham let to much discussion among practitioners and theorists. Still, Hackman and Oldham’s model stands and is influential. Especially, the motivational aspects of those five job dimensions. We must keep that in our minds, as future managers. Rather independently from the work of Hackman and Oldham, an equally important focus of job design emerged concerning the impact of work design on physical and mental health, initiated by Karasek. He found that those people that work with high job demands, and low decision latitude suffered significantly more from all kind of diseases.

Skip to 0 minutes and 57 seconds Time and again, for every function for every function albeit a manager, researcher, marketeer, administrative, cleaning personnel, those with high demands and low control felt strained. And eventually, strain leads to stress to burnout and to other physical complaints. Based on these findings, Robert Karasek concludes that we should design active jobs. Active jobs are jobs that have high job demands, but at the same time high job control. Only then, people are motivated and can develop and learn further.

Karasek (1979)

This video is presenting the second of three models for job design: the job demands-control model of Karasek. Again, you will see the central notion of job autonomy or job control.

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This video is from the free online course:

The Future of Human Resource Management (HRM)

University of Twente