‘Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement.’ - Armstrong (2014, p. 145).The Job Design means outlining the task, duties, responsibilities, qualifications, methods and relationships required to perform the given set of a job. In other words, job design encompasses the components of the task and the interaction pattern among the employees, with the intent to satisfy both the organizational needs and the social needs of the jobholder. - Randhawa (2007).Specification of contents, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as personal requirements of the job holder. Planning and requirement of job tasks and the work setting chosen for their achievement. - French (2011).
The Job Design bounded by duties, responsibilities, qualifications, methods and relationships required to perform the given set of a job with intention to satisfy both organizational and employee needs. Objective of job design is to arrange the set of work that not going to dissatisfy the employee. – Noordhoek (2013).
Benefits of proper Job Design
ü Provide opportunities for people to perform tasks.to guide skill variety.
ü Combine tasks and form natural work units, for unique tasks.
ü Form work units and inform people of the importance of their work. For importance of the tasks.
ü Give people responsibility for determining their own Working systems. For independency.
ü Establish good relationships and open feedback channels. For encourage the feedback.
When design jobs, organizations have to consider few aspects. According to- Robertson, I T and Smith, M (1985). is as follows,
Ø Organization must clearly define the task of what need to perform
Ø Need to define the level of motivation required to push the employee to complete that defined tasks.
Ø How much resources need to allocate by an organization to complete that tasks
Ø Employee agrees to perform the task only they get rewards. The organization must allocate wedges, bonus incentives and other rewards when designing the job.
Methods using for job designs illustrated in figure 1.0,
Figure 1 .0: Job design methods |
1. . Job Simplification- Job design to improve efficiency by reducing the number of tasks a single person perform. - Daft R and Samson D (2015).
For an example at AMANA BANK PLC: account opening process given to one employee and cash collection given for another employee. From the job simplification, highly specialized employees will produce with less training and less payment.
2. Job Rotation- Employees in a production section can interchange job often this is to enhance the employee skills and also physical and mental well-being. - Durai 2010). At Amana Bank PLC employees are trained in all jobs enabling them to multitask, leading to functional efficiency, hence employees are able to work at cash teller, account-opening section or credit division.
3. Job Enrichment – Increase the employee responsibility or upgrade jobs to include extra skilled tasks. - Parker,S and Wall,T. (1998).Vertically increase of the task level of the employee without changing the task. This will increase the motivation of the employee by seen they got more responsibility. For an example from our bank (AMANA BANK PLC) those who perform cash related functions (tellers), have authorization limit of 25,000 rupees with that limit they can perform any customer cash transaction without approval from superiors. With job enrichment, the mentioned tellers get an upgrade limit of Rs.100, 000.
Figure 2.0 Job Enrichment |
4. Job Enlargement – adding more tasks to the same job. This will increase the interesting variety to the work. -Miner (2007). This horizontally increases the number of tasks for same responsibility level. Employees at Amana for the same salary grade will assign to collect loan installment while they are responsible for granting the loan facility.
Figure 3.0 :Job Enlargement |
Drawbacks of improper Job design
According to – Aswathappa(2005).The drawbacks of improper job design are as follows,
* Because of oversimplification of the job design boredom can arise, the result of that employee resignations will incur.
* Improper job rotations expected improvements won’t happen workers feel roofless because of this.
* When adding another job to the same employee, his current one can be boring one add another boring task to that will incur demotivation.
* When trying to enrich the jobs unions can be resisted.
Finally in conclusion proper job design will increase the profitability of the organization and employees are more happy and motivated to work in such organization.This could be achieved through job simplification, job rotation, job enrichment and job enlargement.
References:
Amstrong, M. (2006). Human Resource management practice. 10th ed. Kogan page,London.
Aswathappa,K(2005). Human Resource and Personnel Management.[Online]. Available at <https://books.google.lk/books?id=-xIWlA_UHnAC&printsec=frontcover&source=gbs_ge_summary_r&cad=0#v=onepage&q&f=false>.[Accessed on 06th May 2018].
Daft R and Samson D.(2015). Fundamentals of Management: Asia Pacific Edition.[Online]. Available at < https://books.google.lk/books?id=jA-pBQAAQBAJ&pg=PA669&dq=job+simplification+pdf&hl=en&sa=X&ved=0ahUKEwjbpbWIuOnaAhWBa7wKHaVxDAIQ6AEILzAB#v=onepage&q=job%20simplification%20pdf&f=false>.[Accessed on 06th May 2018].
Durai,P.(2010). Human Resource Management. 10th ed.Pearson,New Delhi.
French,R. (2011). Organizational Behaviour. [Online]. Available at <https://books.google.lk/books?id=pONh39DERCsC&pg=PA244&dq=job+design+definition&hl=en&sa=X&ved=0ahUKEwi4zamMn_HaAhXINo8KHdfHBusQ6AEILTAB>.[Accessed on 06th May 2018].
Miner,J.B. (2007). Organizational Behavior 4: From Theory to Practice.[Online]. Available at <https://books.google.lk/books?id=E_NoJzUp1dcC&pg=PA47&dq=Job+Enlargement++pdf&hl=en&sa=X&ved=0ahUKEwiSkafRw-naAhVIyrwKHWCKC18Q6AEINjAC#v=onepage&q=Job%20Enlargement&f=false>.[Accessed on 03rd May 2018].
Noordhoek, R. (2013) the role of job design practices in firm-level creative capital [online]. MBA Thesis, University of Twente,. Available at: < essay.utwente.nl/63857/1/MSc_R_Noordhoek_OPENBAAR.pdf >.[ Accessed on 06th May 2018].
Noordhoek, R. (2013) the role of job design practices in firm-level creative capital [online]. MBA Thesis, University of Twente,. Available at: < essay.utwente.nl/63857/1/MSc_R_Noordhoek_OPENBAAR.pdf >.[ Accessed on 06th May 2018].
Parker,S and Wall,T. (1998). Job and Work Design: Organizing Work to Promote Well-Being and Effectiveness.[Online]. Available at <https://books.google.lk/books?id=_-oe-0GiRHQC&printsec=frontcover&source=gbs_ge_summary_r&cad=0#v=onepage&q&f=false>.[Accessed on 03rd May 2018].
Randhawa,G. (2007). Human Resource Management.[Online]. Available at <https://books.google.lk/books?id=MmYiX5JxPY8C&pg=PA53&dq=job+design+definition&source=gbs_toc_r&cad=4>.[Accessed on 06th May 2018].
Robertson, I T and Smith, M (1985). Motivation and Job Design,10th ed. Institute of Personnel Management, London.
There is a process that is followed in any company. Firstly it starts with Job analysis. As this is an important tool in the workplace for learning and performance. It's crucial for the selection of individuals and to develop their careers and for a company to develop their employees and maximize their talent (Franklin,2005).
ReplyDeleteThe results of job analysis is also key drivers in designing learning, developing performance interventions, as well as improving processes.
Job analysis - Is a process beginning with the identification of the content and responsibilities of a job. Followed by the methodical analysis and evaluation of the findings.
Job design – A process of purposely in search of changing the content and responsibilities of a job in order to achieve a number of objectives including reduced costs, and improved levels of productivity, customer service and job satisfaction.
Job Evaluation – Is a systematice and logical of identifing the value of a job in relation to other jobs.
The key aim of Job analysis is to supply Human Resources with the appropriate job information that is needed for the increase in performance for the company (Ghorpade, 1988, p.4).
Job analysis is the process that identifies tasks, duties, responsibilities, required qualifications, skill and knowledge etc. for an individual for a job. Job analysis is done for recruitment, to evaluation the employee's need of training and evaluation. That means Job design is performed before Job analysis.
Deleteto provide right tool to right person is very important to get more productivity so when you choose a person for a work you need to know skill and knowledge if they can perform it or not so that wise in cooperate world job design and assign a task to right person is very important if not the resource will be not utilized properly
ReplyDeleteAccording to (Forbes,2016) following are tips to hire right person
Delete• Look for Someone With a Commitment to Their Career. A person committed to his or her career is the candidate you want to hire.
• Test for Excellent Learning and Analytical Skills..
• Check Compatibility.
• Keep Improving Your Hiring Process.
• Don't Forget to Hire Interns.
• Get Social With the Candidates.
It aims at outlining and organizing tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. It states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes Organizational Factors (Noordhoek, 2013). Organizational factors include characteristics of task, work flow, ergonomics, and work practices. Characteristics of Task: Job design requires the assembly of a number of tasks into a job or a group of jobs. A well-designed job design will help increasing employee involvement and satisfaction and motivates them to perform well by giving their best to their work. It helps employees to become highly productive and increases their loyalty towards the organization as well (Miner, 2007).
ReplyDeleteHere are seven steps that you can take today to create and increase employee loyalty:
Delete1. Understand what 'employee loyalty' means.
2. Offer competitive and fair compensation. .
3. Hire more referrals.
4. Give employees more control.
5. Remove unnecessary uncertainty.
6. Discard the jerks.
7. Broadcast your talent brand.
Job design is the division of work tasks assigned to an individual in an organization that specifies what the worker does, how, and why. Effective job design contributes to the achievement of organizational objectives, motivation, and employee satisfaction.
ReplyDeleteOne of the most well‐known approaches to job design is the Job Characteristics Model (JCM). In the JCM, five core characteristics are considered:
1) skill variety
2) task identity
3) task significance
4) autonomy
5) feedback
Three strategies are necessary for organizations to increase the motivation potential of any job: job rotation, job enlargement, and job enrichment. Each of these offer options for mangers to implement in order to effectively design jobs. Employee jobs will need to be designed with fluid composition and boundaries that can rapidly change in size and shape as the winds of change form and reform internal work requirements.
(Sharon E. Norris, S.E. and Porter, T.H. 2012, The Encyclopedia of Human Resource Management: Short Entries)
Job Characteristics Theory is firmly entrenched within the work design (also called job enrichment) literature, moreover the theory has become one of the most mentioned in all of the organizational behavior field. In practical terms, Job Characteristics Theory provides a framework for increasing employee motivation, satisfaction, and performance through enriching job characteristics. Job Characteristics Theory has been embraced by researchers and used in a multitude of professions and organizations. In the applied domain, Hackman and Oldham have reported that a number of consulting firms have employed their model or modified it to meet their needs.
DeleteThe analysis and design of jobs and roles is one of the most important procedures in HRM. According to Armstrong (2010), the Job design commences with an analysis of task requirements. He further states that these requirements are function of the purpose of the organization, its technology and its structure. And this study has to pay more attention to the decision making procedure, where and how decisions are made and the extent to which obligation is delegated to individuals and work teams. A well analysed job design definitely helps to increase the satisfaction and motivation level of employees which ultimately affect for the high performance of the organizations.
ReplyDeleteAccording to (CA Srilanka,2016) , following are Steps in effective Job Analysis
DeleteSteps in doing a job analysis:
Review relevant background information.
Decide how you’ll use the information.
Select representative positions.
Actually analyze the job.
Verify the job analysis information.
Develop a job description and job specification.
Effective job design gives more benefits for the company but there are some disadvantages can occur.those disadvantages as below.
ReplyDelete1) Training cost.
2) If someone leaves can lead a disastrous, specially small sections
3) Employees may not be ready for Quite often,changes.This will lead negative action.
4) some people are dismayed by more responsibility, wider and more rounded jobs.
Onimole, S,O. (2015), Work Design and job satisfaction , Department of Entrepreneurship
Joseph Ayo Babalola University,Vol. 5, No. 10,Nigeria.
important notes to consider for overcome issues in job design
Delete• Job design is the process of creating or defining jobs by assigning specific work tasks to individuals and groups.
• Jobs should be designed so workers enjoy high levels of job performance and job satisfaction.
• Job simplification creates narrow and repetitive jobs consisting of well-defined tasks with many routine operations, such as the typical assembly line job.
• Job enlargement allows individuals to perform a broader range of simplified tasks; job rotation allows individuals to transfer among different jobs of similar skill levels on a rotating basis.
• Job enrichment results in more meaningful jobs involving more autonomy in making decisions and broader task responsibilities.
Choosing the right person for the right job and understanding his or hers skill levels in order to design the job role is very important , utilizing the resources wisely.If this process is not done properly it would lead into major disadvantages cost wise and productivity wise as well.
ReplyDeleteAccording to (Forbes,2016) following are tips to hire right person
Delete• Look for Someone With a Commitment to Their Career. A person committed to his or her career is the candidate you want to hire.
• Test for Excellent Learning and Analytical Skills..
• Check Compatibility.
• Keep Improving Your Hiring Process.
• Don't Forget to Hire Interns.
• Get Social With the Candidates.
In current context due to advance technology (especially IT) and high competition, ‘job redesign’ is a popular topic than job design. The job redesign is activities that involve the alteration of specific jobs with the intent of improving both productivity and the quality of employee work experiences (Alber, Job 2007). Typically, job specifications are changed to provide employees with additional responsibility for planning, setting up, and checking their own work; for making decisions about work methods and procedures; for establishing their own work-pace; and for dealing directly with the clients who receive the results of the work (Aldag & Brief, 1979). In many cases, jobs that previously had been simplified and segmented into many small parts in the interest of production efficiency are reassembled and made into larger and more meaningful wholes. Sometimes work is redesigned to create motivating and satisfying jobs for individual employees who work more or less on their own.
ReplyDeleteJob redesign is an effort where job responsibilities and tasks are reviewed, and possibly re-allocated among staff, to improve output. Redesigning jobs can lead to improvements in both productivity and in job satisfaction.
DeleteA major contribution of the social perspective is that work design can initiate prosocial motivation at work, their aspiration to bring advantage to others. This compares with the conventional emphasis on designing work to improve intrinsic interest in the work. Interactive work design will be conduct to increasing job value at what time enriched types of work redesign are difficult or politically untenable. It is also will be different procedures of interactive work design will outfit different contexts. Structural encouragement was a powerful method of interactive work design, although one dedicated on improving relationships with workforces rather than among workforces and their beneficiaries (Parker et al. 2012).
ReplyDeleteSupportive social interactions may buffer stress (Cropanzano, Howes, Grandey, &Toth, 1997; Karasek, Triantis, &Chaudhry, 1982b; Ray & Miller, 1994), facilitate coping behavior (Coyne &DeLongis, 1986) and therefore enhance their adaptability in changing circumstances (O'Connell, McNeely, & Hall, 2008). Social support also provides more opportunities for workers to learn from each other, acquiring both implicit and explicit knowledge (Berman, Down, & Hill, 2002; Kilduff& Brass, 2010) which strengthens their adaptive behavior. Finally, organizational support (mainly through supervisor support) has been shown to increase individual initiative (Moorman, Blakely, &Niehoff, 1998; Ramus & Steger, 2000) and thus may be linked to proactive performance.
DeleteAs Lewis, (2007) evaluates the points of Advantages and Disadvantages of Job Design as follows,
ReplyDeleteAdvantages of Job Design:
Employment pivot procedure has the accompanying favorable circumstances:
(I) The primary preferred standpoint of occupation pivot is that it diminishes the representative from the weariness and tedium of doing likewise work.
(ii) The representative encounters assortment of work, work environment and companion gathering.
(iii) Job revolution expands the information and aptitudes of a worker.
(iv) Job revolution widens the work understanding of representatives and transforms masters into generalists.
(v) It is gainful for the administration likewise as the administration gets representatives who can play out an assortment of errands to meet the possibilities.
(vi) This technique enhances the mental self view and individual worth of the workers.
(vii) With the assistance of this technique, individuals turn out to be more adaptable. They are set up to accept more noteworthy accountability particularly at different positions.
Impediments of Job Rotation:
Occupation revolution in spite of the favorable circumstances has an exceptionally restricted potential.
A portion of its real disadvantages are as per the following:
(I) The representatives who need to perform testing employments feel disappointed. Despite the fact that they are moved to new positions yet it is just a flat moving. Rather than performing one dull employment, they are made to play out a few occupations of a similar sort.
(ii) Frequent moving of representatives may cause intrusions in the work routine of the association.
(iii) Job revolution may prompt increment in expenses and decline in profitability because of moving of representatives to new positions exactly when their effectiveness on specific employment has begun moving forward.
(iv) The workers who need particular obligation in a picked strength may feel demotivated.
(v) This strategy has exceptionally constrained effect on worker inspiration and efficiency.
important notes to consider for overcome issues in job design
Delete• Job design is the process of creating or defining jobs by assigning specific work tasks to individuals and groups.
• Jobs should be designed so workers enjoy high levels of job performance and job satisfaction.
• Job simplification creates narrow and repetitive jobs consisting of well-defined tasks with many routine operations, such as the typical assembly line job.
• Job enlargement allows individuals to perform a broader range of simplified tasks; job rotation allows individuals to transfer among different jobs of similar skill levels on a rotating basis.
• Job enrichment results in more meaningful jobs involving more autonomy in making decisions and broader task responsibilities
Job Design: “It is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.” (Bohlander and Snell, 2010). The whole process of job design is aimed to address various problems within the organizational setup, those that pertain to ones description of a job and the associated relationships. More specifically the following areas are fine tuned: Checking the work overload. Checking upon the work under load. Ensuring tasks are not repetitive in nature. Ensuring that employees don not remain isolated. Defining working hours clearly. Defining the work processes clearly.(management guide,2008). According to Crisco,(2008).Benefits of Job Design are Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace. Employee Training: Training is an integral part of job design. Contrary to the philosophy of “leave them alone’ job design lays due emphasis on training people so that are well aware of what their job demands and how it is to be done. Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job. Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job and by aligning the manpower requirements for the same.
ReplyDeleteJob design is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.” (Bohlanderand Snell, 2010).
DeleteAkrani(2011), says Job design also gives information about the qualifications required for doing the job and the reward (financial and non-financial benefits) for doing the job. Job design is mostly done for managers' jobs. While designing the job, the needs of the organisation and the needs of the individual manager must be balanced. Needs of the organisation include high productivity, quality of work, etc. Needs of individual managers include job satisfaction. That is, they want the job to be interesting and challenging. Jobs must not be made highly specialized because they lead to boredom.
ReplyDeleteCharacteristics & Motivation relating to job design may include,
Delete•People undertake actions according to the probability that these actions will lead to some instrumentally valued outcome
•People undertake actions to achieve their goals
•People act purposefully to fulfill their needs or to overcome need deficiencies
•Individual action is motivated to achieve some desired objective such as more resources, promotion or additional power.
As per Juneja (2018) there are few approaches to Job Design. Some are Human Approach, Engineering Approach and Job Characteristic Approach. Human Approach of job identifies the necessity of designing jobs that are fulfilling (financially and otherwise) and stimulating at the same time. The engineering approach was invented by FW Taylors et al. They presented the idea of the job that added importance in due course of time. According to this the work or task of each employee is scheduled by the management a day in advance.
ReplyDeleteThe job characteristics approach was interpreted by Hackman and Oldham. According to this there is a straight connection among job satisfaction and rewards. They said that employees will be their productive best and dedicated when they are remunerated fittingly for their work. They put down down five essential dimensions that can be used to designate any job
• Skill variety: The employees must be able to use all their skills and cultivate new skills while dealing with a job.
• Task Identity: The degree to which a detectible task or piece or work is vital to be done for completion of the job.
• Task Significance: How significant is the job to the other employees, what influence does it create on their lives?
• Autonomy: Does the job offer autonomy and freedom to the discrete performing the same.
• Feedback: Is feedback essential for improving performance.
Job Characteristics Theory is firmly entrenched within the work design (also called job enrichment) literature; moreover the theory has become one of the most mentioned in all of the organizational behavior field. In practical terms, Job Characteristics Theory provides a framework for increasing employee motivation, satisfaction, and performance through enriching job characteristics. Job Characteristics Theory has been embraced by researchers and used in a multitude of professions and organizations. In the applied domain, Hackman and Oldham have reported that a number of consulting firms have employed their model or modified it to meet their needs.
DeletePerhaps the earliest attempt to design jobs came during the era of scientific management. Scientific management is a philosophy based on the ideas of Frederick Taylor as presented in his 1911 book, Principles of Scientific Management. Taylor’s book is among the most influential books of the 20th century; the ideas presented had a major influence over how work was organized in the following years. Taylor was a mechanical engineer in the manufacturing industry. He saw work being done haphazardly, with only workers in charge. He saw the inefficiencies inherent in employees’ production methods and argued that a manager’s job was to carefully plan the work to be performed by employees. He also believed that scientific methods could be used to increase productivity. As an example, Taylor found that instead of allowing workers to use their own shovels, as was the custom at the time, providing specially designed shovels increased productivity. Further, by providing training and specific instructions, he was able to dramatically reduce the number of laborers required to handle each job (Taylor, 1911; Wilson, 1999).
ReplyDeleteTaylorism, also known as scientific management, is a foundation for systematic job design. Frederick Taylor developed this theory in an effort to develop a “science” for every job within an organization according to the following principles:
Delete• Create a standard method for each job.
• Successfully select and hire proper workers.
• Effectively train these workers.
• Support these workers.
This comment has been removed by the author.
ReplyDeleteScientific management projected a number of ideas that have been influential in job designing. Job specialization is one of them.
ReplyDeleteJob specialization eventually found its way to the service industry as well. One of the biggest innovations of the famous McDonald brothers’ first fast-food restaurant was the application of scientific management principles to their operations. They divided up the tasks so that one person took the orders while someone else made the burgers, another person applied the sauce and other spices, and yet another wrapped them. With this level of efficiency, customers generally received their order within a short time (Spake, 2001).
However, as per (Wilson, 1999), job specialization is ineffective in rapidly changing environments where employees may need to modify their approach according to the demands of the situation.
Taylorism, also known as scientific management, is a foundation for systematic job design. Frederick Taylor developed this theory in an effort to develop a “science” for every job within an organization according to the following principles:
Delete• Create a standard method for each job.
• Successfully select and hire proper workers.
• Effectively train these workers.
• Support these workers.
Employee job descriptions have their downside too,
ReplyDeleteThey become outdated in a fast-paced, changing, customer-driven work environment.
You must supplement employee job descriptions with regularly negotiated goals and developmental opportunities, at a minimum, quarterly—preferably monthly.
This requires the employee to meet with the boss, or the team, to establish the next set of specific, measurable objectives.
This meeting must also be realistic. If the employee receives new goals and is still responsible for every task listed in the original employee job description, this is unfair.
Especially, if the goals and job accomplishments are tied to salary or bonus, you must take a look at where the employee is investing his or her time. If the employee job descriptions provide an inaccurate picture, change the employee job description.
Don't always have enough flexibility so individuals can "work outside of the box."
Employee job descriptions must be flexible so that employees are comfortable cross-training, can help another team member accomplish a task, and have the confidence that they can make appropriate decisions to serve their customers.
You want people who are comfortable taking reasonable chances to stretch their limits.
important notes to consider for overcome issues in job design
Delete• Job design is the process of creating or defining jobs by assigning specific work tasks to individuals and groups.
• Jobs should be designed so workers enjoy high levels of job performance and job satisfaction.
• Job simplification creates narrow and repetitive jobs consisting of well-defined tasks with many routine operations, such as the typical assembly line job.
• Job enlargement allows individuals to perform a broader range of simplified tasks; job rotation allows individuals to transfer among different jobs of similar skill levels on a rotating basis.
• Job enrichment results in more meaningful jobs involving more autonomy in making decisions and broader task responsibilities.
This comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
DeleteJob design plays a crucial role in the achievement of organizational as well as personal goals. Job design is defined as specifying the contents or methods of any job in such a way that various requirements of the job holder can be effectively satisfied (Buchanan, 1979).
ReplyDeleteJob Design: “It is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.” (Bohlanderand Snell, 2010).
DeleteAny organizations ultimate goal would be to have the best employees with them & If they get the right employee to make them self motivated, engaged employees, which is the key success factor in organization & Job design plays a major role in it.
ReplyDeleteIt is the process that specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement.’ - Armstrong (2014, p. 145).
According to (Forbes,2016) following are tips to hire right person
Delete• Look for Someone With a Commitment to Their Career. A person committed to his or her career is the candidate you want to hire.
• Test for Excellent Learning and Analytical Skills..
• Check Compatibility.
• Keep Improving Your Hiring Process.
• Don't Forget to Hire Interns.
• Get Social With the Candidates.
A well-designed job design will help increasing employee involvement and satisfaction and motivates them to perform well by giving their best to their work. It helps employees to become highly productive and increases their loyalty towards the organization as well. It states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, andknowledge of the actual results). Organizational Factors. Organizational factors include characteristics of task, work flow, ergonomics, and work practices. Characteristics of Task: Job design requires the assembly of a number of tasks into a job or a group of jobs. Employing the right people for your business is the most important part of your organization. It is essential to have a good recruitment process to attract the right kind of employees for your business needs. A good recruitment process can minimize the time involved in the searching, interviewing, hiring and training.
ReplyDeleteAs per (HBR,2014) Future Perspectives on the Design of Work
DeleteAs labor becomes more knowledge based and communications technology advances, the division of labor accelerates it gives individuals to devote flexible hours to tasks of their choice to creates new social challenges.
JD has been one of the most effective tools used for optimizing the performance. It can be defined as changing the content and processes of a job to increase an employee’s satisfaction, motivation and productivity (Knapp and Mujtaba, 2010). Effective JD is measure of the degree to which the employee is involved in his tasks and assignments. Many researchers have analyzed there is a strong positive relationship between them. An effective JD brings involvement of an employee in work related activities which clearly forecasts employee output, departmental productivity and organizational success (Bates, 2004; Harter, 2002; Baumruk, 2004).
ReplyDeleteAccording to Fredrick Taylor, if managers give the workers rewards for increased productivity the workers will try to achieve it by working harder but soon they will become exhausted because they will not be familiar with the right way, so it is the responsibility of the managers to design the job for workers giving them the best way so they can perform well without getting exhausted. Taylor has introduced four principles of scientific management. They are, Task performance methods should be scientifically studied and the best method should be adopted, Workers should be selected, trained and developed by managers instead of leaving them to develop themselves, Managers and supervisors should cooperate with workers so that they could follow the developed methods and designs to perform the tasks, Work tasks should be divided and managers should apply scientific management into small elements principles on workers and measure their performance. These principles have proved many organizations a productivity increment by 3 to 4 times can understand the importance of this (Mujtaba, 2014; Knapp and Mujtaba, 2010).
Taylorism, also known as scientific management, is a foundation for systematic job design. Frederick Taylor developed this theory in an effort to develop a “science” for every job within an organization according to the following principles:
Delete• Create a standard method for each job.
• Successfully select and hire proper workers.
• Effectively train these workers.
• Support these workers.
Traditional outcomes will certainly remain central to the agenda. But some wider developments are to be incorporated within organizational systems so as to motivate employees for better performance.(Garg,2006)
ReplyDeleteJob Design: “It is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.” (Bohlanderand Snell, 2010)
DeleteEmployees who experience increased levels of stress due to work and life conflict, and have decreased perceptions of control over their work and non-work demands, are less productive, less committed to, and less satisfied with their organization and more likely to be absent or leave the organization (Adams, King, & King, 1996; Boles, Howard & Donofrio, 2001; Frye & Breaugh, 2004). Much research has shown the benefits to organizations from having good work-life balance arrangements. The established link between the provision of flexible work options and reduction in turnover (Capelli, 2000; Nord, Fox, Phoenix, & Viano, 2002) means that the work-life balance agenda is now a strategic human resource issue. Organizational environments which support employees’ work-life balance have been found to improve organizational commitment (Allen, 2001). Studies have also found that the provision of alternative work practices may benefit organizations by reducing absenteeism (e.g. Baltes, Briggs, Huff, Wright & Neuman, 1999). It is therefore well established that improving work-life balance has good individual and organizational outcomes.
ReplyDeleteJobs with high demand but low control are considered ‘high-strain’ jobs and bear the greatest risk of illness and reduced wellbeing. There is also evidence of a link between ‘high-strain’ jobs and mental health disorders. People who do not experience stimulation or satisfaction are at risk of ill health.(HRD,2017).
DeleteJob design actually states the duties, responsibilities, qualifications the particular candidate should have to get recruited by the organization.
ReplyDeleteBenefits that job design bring to an organization is employee training, employee input, work/rest schedule, adjustments.
Job design is a continuous and ever evolving process that's aimed at helping employees make adjustments, with the changes in the workplace.
Job Design: “It is concerned with changing, modifying and enriching jobs in order to capture the talents of employees while improving organization performance.” (Bohlanderand Snell, 2010).
DeleteJob specialization is one of the major advances of job design. Job specialization allows divide jobs into their simplest components and assigning them to appropriate employees so that each person would perform a selected number of tasks in a repetitive manner. There are a number of advantages to job specialization such as reduction of the skill requirements of the jobs and decrement of the effort and cost of staffing. Training times for simple, repetitive jobs tend to be shorter as well. On the other hand, from a motivational perspective, these jobs are boring and repetitive and therefore associated with negative outcomes such as absenteeism (Campion & Thayer, 1987). Also, job specialization is ineffective in rapidly changing environments where employees may need to modify their approach according to the demands of the situation (Wilson, 1999).
ReplyDeleteDisadvantages of Work Specialization as follows,
Delete• Becomes outdated: This is often experienced during mid-career life.
• Mastering one skill set:
• Omitted from managerial positions: Gets boring: ...
• Cannot multitask:
• Restrictions to apply:
• Company suffers:
• Limited skill set:
Employee’s job involvement and performance increases if the job design is aligned with the employee psychological
ReplyDeleterequirements and perceptions. An effective job design for the employees can increase their involvement in the job,
they enjoy performing tasks and exert all cognitive, emotional and physical energies to achieve goals (Khan, 1992).
Job design remains a topic that receives much less attention from employers and policymakers as a driver of engagement compared with other aspects of management such as leadership or management style (Truss, 2012). There is a dearth of information available for employers on the key principles of job design and the major factors that need to be taken into consideration when designing engaging jobs. This is a cause for concern, particularly in light of findings such as those from Cerus Consulting who, in a recent survey of their client group, found that 68% said that the single most important factor for high levels of engagement was ‘doing a job that is challenging and varied and which makes a meaningful contribution’.
DeleteThere are some benefits of job design.
ReplyDeleteEmployee Input-Employees have the opportunity to diversify the tasks according to their personal needs and circumstances in the workplace.
Employee Training: -Gives the opportunity for the employees to develop their career.
Work / Rest Schedules: -A proper job design allows both work and rest schedules. How much time they should spend in the office is clear.
Job design is imperative for an organization to accomplish the organizational activities in the most efficient and effective manner. It offers the essential information about the obligations and outlines the ways of performing the tasks as well.
ReplyDeleteAdvantages of Job Design
ReplyDeleteJob Satisfaction
Job satisfaction is defined as the positive and negative attitudes that the individual has for his/her work (Koustelios and Kousteliou, 2001, p. 31). Locke (1976, as cited in Zournatzi et al., 2006, p. 19) has identified job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of one's work or work experience. The fact is that there is not a single and unique definition for job satisfaction, since it is a multidimensional concept, as indicated by Zournatzi et al.
The main purpose of job design is “to increase a firm’s ability to meet its objectives effectively and to provide job satisfaction to the employees” (Durai, 2010, p. 92). Job design has two primary aims. The first is “to satisfy the requirements of the organization for productivity, operational efficiency and quality of product or service”, whereas the second is “to satisfy the needs of the individual for interest, challenge and accomplishment” (Armstrong, 2003, p. 494). Finally, it should be noted one more aspect of job design, which makes a link between the job characteristics and the work-life balance of the individual (Lingard et al., 2010).