ADVANTAGES OF EFFECTIVE JOB DESIGN

Job design is the functions of arranging task, duties and responsibilities in to an organizational unit of work. The working definition for the study purpose is that, the job design is the way to organize the contents, methods and relationship of jobs in order to achieve organizational goals and objectives as well as satisfaction of job holders (Opatha 2002).   Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job (Durai 2010).

Effective job design contributes to the achievement of organizational objectives, motivation, and employee satisfaction. (Rothwell & Prescott 2012). The main purpose of job design is to increase both employee motivation and productivity (Rush 1971). It is experienced that well designed jobs can have a positive impact on both employee satisfaction and the quality of performance (Garg and Rastogi 2006). Job design has been one of the most effective tools used for optimizing an employee's performance (Zareen, et. al. 2013).

As many human resources professionals have discovered that there is strong impact of job design on the productivity and the motivation and job satisfaction of employees in an organization. In order to avoid these issues, it is pertinent to look for alternative strategies and approaches to job design which includes job enrichment, job engineering, quality of work life, socio technical designs, the social information processing approach (SIPA) and the job characteristics approach (Garg & Rastogi 2006).

Reference to the research, Nimalathasan & Brabete (2010), accepted that there is as positive relationship between job satisfaction and employee’s performance. That is high level of fair promotion, reasonable pay system appropriate work itself and good working condition leads to high level of employees’ performance. In other words, employee’s job satisfaction has positive impact on their performance. Existing alterative also proved this research conclusion. Even Though there are several factor affecting employees ’satisfaction, the researcher only considered four variables: promotion, pay, work itself and working condition. Therefore, in future conducting a detailed research including various factors in this field, further option findings can be obtained.

Job design is one of the major components for employee performance. Employers and company’s managers are always looking for opportunity and alternatives, which can increase employee satisfaction because performance of workers is dependent (along with other things) on the level of satisfaction on job in the organization. Meanwhile company’s objectives and mission is also reliant of employee’s performance. Designing jobs and roles appropriately is very imperative in elevating the performance of employees, which is addressed through Job characteristic model. So this motivates us to test that how job design can enhance the performance of the employees. The concept further explores by Hackman and Oldham’s (1976) through job characteristics model, which describe more specifically about the individual job design, it also identifies five core dimensions which are skill variety, task identity, task significance, autonomy and feedback. It added more value and practical approach to the job de...

1.       Creates a Right Person-Job Fit: To satisfy stakeholders and remain competitive, employees with the right knowledge, capability, experience and interest and attitude are selected. An organization's ability to select and retain a sufficient number of high-quality employees is a major source of competitive advantage (Rynes & Barber 1990 & Ibiam 2016).  2.       Improve Employees Relation: Job enrichment is positively correlated with feedback-seeking behaviour, which in turns improve not only job performance, but also organizational effectiveness (Cheng and Lu 2012). 3.       Enhances the Quality of Work-Life: Chen and Lu (2012) state that job design has a positive impact on employee motivation and increased employee performance, while at the same time it is associated with the psychological meaningfulness of employees and their feedback-seeking behavior. 4. ...