1.1 INTRODUCTION OF JOB DESIGN AND METHODS
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).
There are various
job-design techniques.
(1) The
main techniques are (Armstrong 2003):
·
job
rotation
·
job
enlargement
·
job
enrichment
·
self-managing
teams (autonomous work groups)
·
high
performance work design
(2)
Job
characteristics model (Hackman & Oldham's 1976):
extent to which the work requires several different activities for successful completion (Mathis & Jackson 2011).
Task
identity
extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome (Mathis & Jackson 2011).
extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome (Mathis & Jackson 2011).
Task
significance
the impact the job has on other people. A job is more meaningful if it is important to other people for some reason. For instance, police officers may experience more fulfillment when dealing with a real threat than when merely training to be ready in case a threat arises (Mathis & Jackson 2011).
the impact the job has on other people. A job is more meaningful if it is important to other people for some reason. For instance, police officers may experience more fulfillment when dealing with a real threat than when merely training to be ready in case a threat arises (Mathis & Jackson 2011).
Autonomy
extent of individual freedom and discretion in the work and its scheduling. More autonomy leads to a greater feeling of personal responsibility for the work (Mathis & Jackson 2011).
extent of individual freedom and discretion in the work and its scheduling. More autonomy leads to a greater feeling of personal responsibility for the work (Mathis & Jackson 2011).
Feedback
the amount of information employees receives about how well or how poorly they have performed. The advantage of feedback is that it helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work (Mathis & Jackson 2011).
the amount of information employees receives about how well or how poorly they have performed. The advantage of feedback is that it helps employees to understand the effectiveness of their performance and contributes to their overall knowledge about the work (Mathis & Jackson 2011).
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 (Rothwell & Prescott 2012).
The
application of motivational theories, and greater understanding of dimensions
of job satisfaction and work performance, have led to increasing interest in
job design. The nature of the work organization and the design of jobs can have
a significant effect on the job satisfaction of staff and on the level of organizational
performance (Mullins 2005).
References
- Armstrong M 2003, A Handbook of Management Techniques, London: Kogan Page Limited.
- Durai P 2010, Human Resource Management. New Delhi: Pearson Education
- Hackman, JR & Oldham, RG 1976, Motivation through the design of work: test of a theory, Organizational Behavior and Human Performance, 16, 250-279.
- Mathis, RL & Jackson, JH 2011, Human Resource Management 13th ed. South-Western Cengage Learning-USA.
- Mullins, LJ 2005, Management and Organisational Behaviour,7th ed, Pearson Education Limited,
- Opatha, HHDNP 2002, Performance Evaluation of Human Resource, 1st Edition, pp.2-12,170-183, Colombo, Sri Lanka: the Author publication.
- Rothwell, WJ & Prescott, RK 2012, The Encyclopedia of Human Resource Management, Volume 1: Short Entries 1st Edition, Chapter 53.
Agree on your view. The key focus of job design is to create job specification which enable motivation among the employees and take the maximum and quality output with enhanced capabilities (Kapur, 2018). Further described by Wall and Parker (2001), job design has direct influence on employee’s job satisfaction and engagement, which also directly made an impact on the productivity and quality of work output.
ReplyDeleteThank you Teshan Commenting. The process of job design starts with an analysis of the way in which work needs to be organized and what work therefore needs to be done – the tasks that have to be carried out if the purpose of the organization or an organizational unit is to be achieved (Armstrong 2010). This is related to the fundamental concept that people are motivated when they are provided with the means to achieve their goals. Work provides the means to earn money, which as an extrinsic reward satisfies basic needs and is instrumental in providing ways of satisfying higher-level needs (Armstrong 2014).
DeleteAgree with your views. Job design is the process of determining on the contents 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 holders and his supervisors, subordinates and colleagues. The main objectives of job design are to integrate the needs of the individuals and the requirements of the organization (J. Wei and G. Salvendy, 2004).
ReplyDeleteThank You Madu Commenting. Yes it is, Job design specifies the contents, methods and relationships of jobs in order to satisfy work requirements for productivity, efficiency and quality, meet the personal needs of the job holder and thus increase levels of employee engagement (Armstrong 2010).
DeleteAgreed with you. Further, job design must start with an examination of task requirements, specifically what have to be done and next it must get into account the following motivating characteristics: responsibility, discretion, autonomy and lastly self control. In fact, job design is an efficient tool for the improvement of employees' job satisfaction, the motivation of employees and finally the improve of employees' performance and productivity (Belias & Sklikas, 2013).
ReplyDeleteHi Charitha, Thank you for adding your views. Jobs can be designed in various ways and the job design will have an impact on how workers will have to deploy their skills in order to be effective: some organizations bundle a variety of skills into complex jobs, while other break production down into precisely described and rather narrowly defined tasks, which then become jobs. Finally, job design will be influenced by organizations’ culture, business and product strategies (Russo 2016).
DeleteIn addition to your views, Foss et al. (2009) say, the good job design offers benefits such as employees will have the opportunity to select the tasks as per the needs and abilities, depending on the circumstances in the workplace enabling constructive feedback from employees.
ReplyDeleteHi Pushpa, Thank you for adding your views. Agreed with you & Mullins (2005), mentioned that Job design is concerned with the relationship between workers and the nature and content of jobs, and their task functions. It attempts to meet people’s personal and social needs at work through reorganization or restructuring of work. There are two major reasons for attention to job design:
Delete■ to enhance the personal satisfaction that people derive from their work; and
■ to make the best use of people as a valuable resource of the organization and to help overcome obstacles to their effective performance
In addition to the above, Chaneta (2011) defines the job design as the specification of the content, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder. He also states the criteria that should be taken under consideration for job design are as following:
ReplyDelete• maximize the degree of specializing
• minimize the time required to do the job
• minimize the level of skill required
• minimize learning time/ training time
• maximize the use of the machines and
• minimize the degree of flexibility in the performance of the job.
Thank you Salinda for adding your view, Further according to Mathis & Jackson (2011) Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work. Identifying the components of a given job is an integral part of job design. Job design receives attention for three major reasons:
Delete• Job design can influence performance
• Job design can affect job satisfaction.
• Job design can impact both physical and mental health.
In addition to your views, job design is systemic and systematic approach to identify barriers that prevent people from achieving top performance, solving performance problems, and improving opportunities in the workplace (Swanson, 1999).
ReplyDeleteThank you Loshitha adding your view, The first job design theory was developed by Viteles in the early 1950s. In this theory, both job rotation and job enlargement were used in order to address the problems stemming from the reduction of employee morale and productivity, because of the job monotony and boredom from job specialization (Hsieh & Chao 2004)
DeleteDurai, (2010) Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job. Different job characteristics are very important to employee well being (Jones, Haslam, and Haslam 2017).
ReplyDeleteInteresting subject Gayani, In addition; The job design promotes amalgamation of the work contents and employees. The proper job design increase the engagement and motivation level of the employee within the organization, also motivation, skill competencies of the workforce. Organization targets depend on this factors and its succession directly depends on the quality of Job Design (kapur, 2020).
ReplyDeleteThere is a built up assortment of information supporting that specific employments and objective setting can improve Performance. Besides it is encountered that very much planned jobs can positively affect both employee fulfillment and the nature of performance.Your proposition that an all around characterized employment would improve motivation, fulfillment and execution of the workers. Hence, for the two academicians and experts, work configuration takes on unique significance in the present human asset the management (Rastogi & Garg,2005).
ReplyDelete