Friday, 20 March 2020

Job Design


Job Design

? Job design has been a concern for managers for many years. The current trend is to
redesign jobs to improve worker satisfaction and productivity. Some of the approaches to
redesign the jobs are: job enlargement theory, job enrichment theory and job characteristic

Autonomy: The extent of individual freedom and discretion in the work and its scheduling.
Intrinsic Motivation: Intrinsic motivation is defined as the self-regulated factors which influence
people to behave in particular ways or to move in certain directions.
Job Design: Job design is defined as the process of deciding on the content of a job in terms of its
duties and responsibilities; on the methods to be used in carrying out the job, in terms of
techniques, systems and procedures and on the relationships that should exist between the job
holder and his superiors, subordinates and colleagues.
Job Design Process: This has to start from what activity needs to be done in order to achieve
organizational goals.
Job Enlargement: It involves expanding the number of task or duties assigned to a given job. It
is opposite of work simplification.
Job Enrichment: The aim of job enrichment is to maximize the interest and challenge of work by
providing employees with jobs having the following characteristics.
Job Rotation: Implies movement of employees from job to job. Jobs remain unchanged. With
job rotation, a given employee performs different jobs but more or less jobs of the same nature.
Job Satisfaction: Favourableness or unfavourableness with which employees view their work.
Job Simplification: Job simplification is a design method whereby jobs are divided into smaller
components and subsequently assigned to workers as whole jobs.
Motivation: It is a process of stimulating people to action to accomplish desired results.

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