Job Design
Design???
Where does your mind place this word????
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Hello!
Same Goes with Job
Design
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1. Job Design
The Concept
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The logical Sequence of Job Analysis is
job design.
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Definitions
Job design Involves Conscious efforts to organise Tasks , duties and
responsibilities into a unit of work to achieve certain objectives.
Job design Integrates the work content (task, functions & relationships)
to meet two objectives : of organisation & of employee.
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Job design involves 3 Steps :
Specification of Combination of
Specification of Individual method/ methods tasks into the jobs
tasks of performing of assigned to a job
each tasks holder
Thus, in a way, job design has great effect how an employee feels about a
job. How much authority an employee has over the work, how much
decision-making the employee has on the job and how many tasks the
employee has to complete.
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Job Design Affects
The basic Objective of Job Design is to find a fit between a job and job holder.
Job Holder Organisation
Satisfaction Productivity
Challenges Performance
Growth Quality
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Let us just understand it
Practically..
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Features Of Job Design
1. Enables an organisation to develop a competent , dynamic
and responsive Workforce.
2. Ensures customers get high quality goods without any delay.
3. Cost Reduction
4. Its implementation often requires the employees to undergo
periodic training.
5. Competitive Edge
Factors
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Affecting
Job Design
Factors Affecting Job
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Design
Factors
Organisational Environmental Behavioural
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Organisational Factors
Characteristics
Work Flow Ergonomics
of Task
Work
Practices
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1. Characteristics of the Task
Job design requires the assembly of a number of tasks into a job or a group of jobs.
Complexity in a job may be the reflection of number and variety of tasks, decisions,
difficulty of predicting the outcome of decisions.
Internal Structure of each task has three element:
Planning – Action, timing & resources required.
Executing Ideal Job
Design
Controlling : Monitoring & taking corrective action
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2. Work Flow
Work Flow is strongly influenced by nature of product or service
Sequence & balance between a jobs – Efficiency
For example : in a restaurant, starters must be served before the main course.
Once the sequence is determined, the balance between jobs is established.
Sequence Balance between the jobs
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3. Ergonomics
Ergonomics is concerned with designing & shaping the jobs to fit the physical abilities
& characteristics of individuals so that they can perform their jobs effectively
Physical abilities Job Demands
Ergonomics
helps
employers to
balance these
Does not change the nature of the job but the location of tools & other facility –
primary consideration is handling of job.
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3. Ergonomics
Elements of
Ergonomics
Components
Human Working Man Machine Total Working
Characteristics Environment Interface Systems
Physical & Temperature, Controls, Potential for
Psychological humidity, displays, fatigue & stress
Attributes lighting, etc. automation, Health & safety
communicators features
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4. Work Practices
Set ways of Performing the works.
Traditional or collective wishes of employees.
HR Flexibility becomes low- union mgt. relationship
Traditional methods : work & motion study
New technique emerged: MOST – Maynard Operating
sequence technique- Standard Formula to list
motions.
ENVIRONMENTAL 23
factors
Employee Abilities &
Availability Social & Cultural
Expectations
Employees Who will actually do • Literacy among workers
the work – Efficiency • Design jobs meeting employee
considerations expectations
Failure to meet these expectations may lead to
• job dissatisfaction
• Low motivation
• Hard to fill job openings
• Low quality work life
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Behavioural Factors
• Concerned with Human needs & necessity to satisfy them.
• More significance of higher level needs high on following dimensions :
Feedback Autonomy
Use of Abilities Variety
Job Design 25
Approaches
Job Design
Approaches
Classical or Scientific
or Engineering Behavioural Approach:
Approach:
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Classical Approach
Scientific management offers the following principles for job
design:
Task Optimisation of
Standardisation Specialisation
Fragmentation technology
Training Responsibility Incentives
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Classical Approach
Task fragmentation means breaking the task in to small manageable units to improve the
efficiency.
Optimization of technology through scientific study and analysis
Standardization through time and motion study
Specialization – Selection of workers should made on the basis of their specialization
Training – Workers who are selected are trained to enable them to work efficiently
Responsibility – Each worker is individually responsible for completion of the work assigned.
Incentives – Monetary incentives are to be used for rewarding the best performance .
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Behavioural Approach
This approach is based on the findings of Elton Mayo, Frederick Herzberg
and other human relation experts. The main focus of this approach is on
job redesign, work structuring, job enrichment, participative system etc.
The approach also focuses on social and psychological needs of the
workers along with technical aspects.
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Methods of Job Design
Job Job
Job Rotation
Enrichment Enlargement
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Job rotation
Moving employees from job to job to add variety & reduce boredom by
allowing them to perform variety of tasks
Movement Level – at the same level that require similar skills
Diversification of Employee activities
More skills – more flexibility with management to rotate the jobs.
Drawbacks : Increase in training cost
disruption in work due to difficulty in adjusting
can also demotivate
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Job rotation
According to Herzberg job rotation is substituting one zero with another Zero.
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Job Enlargement
Job enlargement is a job design technique wherein there is an increase in the number of
tasks associated with a certain job. In other words, it means increasing the scope of one’s
duties and responsibilities.
• Addition of similar tasks
• A horizontal restructuring method that aims at increase in the workforce flexibility and
at the same time reducing monotony that may creep up over a period of time.
• Generally , there is no re-designation and no increase in compensation.
• According to Fredrick Herzberg – Adding Zero to Zero
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Job Enlargement- Advantages
1. Task Variety
2. Meaningful Work modules
3. Ability utilisation
4. Worker paced control
5. Performance Feedback
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Job Enlargement- Disadvantages
1. Lower efficiency
2. Lower quality.
3. Demanding Union members
4. Job creep.
5. Increased training levels and costs.
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Job Enrichment
Job enrichment is a management concept that involves redesigning jobs so that they are
more challenging to the employee and have less repetitive work.
A job is enriched when the nature of the job is made more exciting, challenging and
creative or gives the job holder more decision making, planning and controlling powers.
Reward : Gaining new skills
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How can Job be Enriched ??
1. Adding New tasks
2. Increasing Responsibility
3. Providing feedback
4. Make employee understand importance of their job in achieving the final goal of the
organisation.
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Job Enrichment- Characterstics
According to Herzberg, an enriched job has eight characteristics.
Client Scheduling Own
Direct Feedback New Learning
Relationships work
Direct
Unique Control over Personal
Communication
Experience responses Accountability
authority
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Steps in Job Enrichment
Selecting those jobs which permit close relation between job
performance and motivation
Introducing in pilot scheme basis
Starting with the assumption that these jobs can be changed and
providing traning and guidance to employees
Brainstorming
Concentrating on Motivational Factors and introducing job
enrichment to daily routine
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Steps in Job Enrichment
Provide training and Guidance to the employees
Introduce with care
Monitoring the performance
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TECHNIQUES OF job ENRICHMENT
Combining tasks:
A job having different tasks should be combined into fewer tasks to make it
easier for employees to get the satisfaction of task variety, identity and
significance. An isolated task does not provide satisfaction to employees, as it
does not give them a sense of satisfaction and performance achievement.
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TECHNIQUES OF job ENRICHMENT
Creating natural work units:
While combining different tasks, efforts should be made to arrive at natural work units,
because it helps them to identify the jobs.
A form of task combination that represents a logical body of work and responsibility
that may enhance both task significance and task identity.
Employees prefer an identifiable task, because it gives them a sense of satisfaction of
performing a specified, known and significant unit. Natural work units are enjoyable,
meaningful and relevant.
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TECHNIQUES OF job ENRICHMENT
Establishing relationship:
The job enrichment process includes the establishment of relationship between the
employees and management, the employees and an outside organization, employees and
social institutions.
If the tasks of employees are socially recognized, they feel proud of performing them.
Feedback strengthens the relationship which is the cementing factor for the base of
performance and satisfaction.
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TECHNIQUES OF job ENRICHMENT
Expanding job vertically:
The depth and quality expansion of a job is known as job enrichment. It increases an
employee’s avenue, performance, recognition, growth and other opportunities which are
hidden under the vertical expansion of a job.
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TECHNIQUES OF job ENRICHMENT
Opening feedback channels:
Job enrichment opens feedback channels for employees to express their views. The
management is made aware of the uses of their policies and decisions.
Similarly, employees are constantly informed about their weakness and possible solutions
thereof.
Employees get a chance to know whether their performances are improving. They are
motivated through job enrichment to improve their performances.
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TECHNIQUES OF job ENRICHMENT
1. Creating Autonomous Work Teams : At Group Level.
2. Implementing Participative Management
3. Redistribute Authorities and & Responsibilities
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Advantages of Job Enrichment
1. Job enrichment is useful to both the workers and the organization
2. The worker gets achievement, recognition and self-actualization.
3. The worker gets a sense of belonging to the organization.
4. The worker finds the job meaningful.
5. Job enrichment reduces absenteeism, labour-turnover and
grievances.
6. It motivates the workers to give best performance.
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Disadvantages
1. In many cases, job enrichment does not give the expected results
2. It makes many changes in the job. So many workers oppose it.
3. It has limited use for highly skilled managers and professionals
4. The consent of workers is not taken before implementing job enrichment.
5. Managers force the workers to accept job enrichment, which is not good.
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Lets Understand through Example
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Example
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Difference Between Job Enrichment
& Job Enlargement
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Difference Between Job Enrichment
& Job Enlargement
1. Nature of Jobs – horizontal loading Vs. vertical loading
2. Objectives – reducing monotony vs. introducing challenges
3. Skill requirement – similarity of tasks vs. development aspect
4. Direction & control- external sources vs. self control with feedback
