Practical perspective and strategies of Job design
Introduction
Job design is the process of establishing employees' roles and responsibilities and the systems and procedures that they should use or follow. According to Armstrong & Taylor, (2014) Jobs are created by people for people. Whether deliberately or by default, choices are made about which tasks to group together to form a job, the extent to which job holders should follow prescribed procedures in completing those tasks, how closely the job incumbent will be supervised, and numerous other aspects of the work. Such choices are the essence of job design.
Figure 1: Source: https://www.aihr.com/blog/job-design/
Approaches to job design
Back in 1980, Hackman & Oldham proposed that each job should have
five core job characteristics to be motivating for the individual
- · Influence skill variety by providing opportunities for people to do several tasks and by combining tasks.
- · Influence task identity by combining tasks to form natural work units.
- · Influence task significance by forming natural work units and informing people of the importance of their work.
- · Influence autonomy by giving people responsibility for determining their own working systems.
- · Influence feedback by establishing good relationships and opening feedback channels.
These methods influence the four
approaches to job design
described
Strategies for Job design
Job rotation - This is the movement of employees
from one task to another to reduce monotony by increasing variety.
Job enlargement - This means combining previously fragmented
tasks into one job, again to increase the variety and meaning of repetitive
work.
Job enrichment - Job
enrichment aims to maximize the interest and challenge of work by providing the
employee with a job. Where job enlargement is aimed at adding tasks, job
enrichment is characterized by adding motivational dimensions. This means that
job enlargement could be a form of job enrichment.
Self-managing teams
- These are self-regulating teams who work largely without direct
supervision. The philosophy on which this approach is founded is that of job enrichment but it is also influenced by socio-technical systems theory, which suggests that because the technical aspects of work are interrelated with the social aspects both should be considered when designing jobs
Conclusion
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. These include good management, creating a strong
vision and a culture that connects and retains people, and selecting people who
thrive on stability and predictability.
References
Armstrong, M. & Taylor, S., 2014. HUMAN
RESOURCE MANAGEMENT PRACTICE. 13th ed. United Kingdom: www.koganpage.com.
Vulpen, E. v., 2021. AIHR
ACADEMY. [Online]
Available at: https://www.aihr.com/blog/job-design/
[Accessed 11 December 2021].
Job design defines the process of grouping responsibilities and tasks that best describe a job position as well as the qualifications required to perform it. The purpose of job planning is to properly distribute the full function of an organization to carry out its mission among structured positions and to define the key capabilities that each organization must practice. (My Accounting Course, 2021)
ReplyDeleteHaving properly design jobs for all roles will support increased productivity and clarity across organizations. Job design process explained clearly in the article. Thank you.
ReplyDeleteWorkers should be able to vary their activities according to personal needs, work habits, and the circumstances in the workplace. Includes training so employees know what task to do and how to do them properly. Minimizes energy expenditure and force requirements. Balances static and dynamic work. Allows for an adjustment period for physically demanding jobs. Provides good work/rest schedules and a sense of contribution and accomplishment for each employee.
ReplyDeleteJob design is the process of creating a job that enables the organization to achieve goal.as explained by thi blog proper job design will give job satisfaction to employees
ReplyDeleteInteresting and timely topic with well explanation. According to, Gifford (2021) Job design aspects of managing people are not only about the face-value effectiveness of allocating resources. They’re also closely linked to core employee attitudes and work behaviors, including motivation, commitment, discretionary effort and job satisfaction. These are enhanced through techniques such as job enlargement, job enrichment and job rotation.
ReplyDeleteJob design is an important prerequisite to workplace motivation, as a well-designed job can encourage positive behaviors and create a strong infrastructure for employee success. Job design involves specifying the contents, responsibilities, objectives, and relationships required to satisfy the expectations of the role.
ReplyDeleteThe process of defining employees' roles and duties, as well as the systems and procedures they should use or follow, is known as job design. Job design, or redesign, is primarily concerned with coordinating and optimizing work processes in order to add value and improve performance. It is, however, a critical component in the creation of high-quality jobs or 'good work,' which benefit both workers and their employers.
ReplyDelete