Job Design

Session Objective.

The student will be able to understand and define job design.

The student will be able to identify and explain the factors affecting job design.

The student will be able to identify and understand the approaches to Job design.

Job Design The methods used to develop the

content of a job including the relevant tasks as well as the processes by which jobs are constructed and revised.

The method which involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objective.

Factors affecting Job Design

Organizational Factors

Environmental Factors

Behavioral Factors

Job DesignProductive

and satisfying job.

Feedback

Advantages to the Organization

Job - Person FitJob - Person Fit

Increased PerformanceIncreased Performance

Maximise Internal ResourcesMaximise Internal Resources

Greater Job SatisfactionGreater Job Satisfaction

Reduced Absenteeism & TurnoverReduced Absenteeism & Turnover

JOB Design

Job Engineering

Job Enrichment

Job Characteristic

s

Quality of work Life

Social Information Processing

Job ReengineeringHeavily relied upon the scientific

management approach and industrial engineering approach.

The approach is concerned with product, process , tool design, plant layout, Standard operating procedures, work measurement and standards.

Some of the visible practices are cybernation, Artificial Intelligence, (AI) and Computer assisted design (CAD)

Job Enrichment An outcome of the Herzberg’s two factor

theory of motivation.It Involves a greater variety of work

content which require higher level of knowledge and skill, offers opportunity for autonomy and responsibility in terms of planning, directing and controlling their own perfomance and provide the opportunity for personal growth and a meaningful work experience.

It speaks for a vertical loading of the job.

Hackman & Oldham’s Job Characteristics Model

Core Dimensions Psychological States Outcomes

Skill VarietyTask IdentityTask Signif.

Autonomy

Feedback

Meaningfulness of Work

Responsibilityfor outcomes

Knowledge ofResults

High intrinsicmotivation

High job per-ormance

High job satis-faction

Low absenteeism & turnover

Motivating Potential Score

MPS=

Skill Variety +Task Identity + Task Significance3

X

Autonomy

X

Feedback

Personal Engagement and Disengagement. (William Kahn)

Personal engagement occurs when organization members place themselves in the role physically, cognitively and emotionally during role performance.

Personal disengagement occurs as a state of withdrawal in order to defend one’s self physically, cognitively and emotionally during a role performance.

Social Information Processing. (Salanick and Pfeffer)

The three major causes of employee perception, attitude and behavior on the job are,

Cognitive perception of the real task environment.

Past actions, reinforcements received and learning experiences.

The information provided in the immediate social context.

Quality of work life.

QWL can be described as a concern about the impact of work on people and organizational effectiveness combined with an emphasis on participation in problem solving and decision making.

The purpose is to create a favorable interface of people, technology and the organization for a more favorable work experience and desirable outcome.