JOB DESIGN

RUPAKSHI SAKHUJA GAUR

(ASSISTANT PROFESSOR)
 JOB DESIGN
Job design is defined as the process of deciding on the contents of the
job in terms of
Duties and responsibilities;
The methods to be used to carry out the job in terms of techniques,
systems, procedure, and
The relationships that should exist between the job holder and its
superiors, subordinates and peers.
 APPROACHES TO JOB
DESIGN
Engineering approach.
Human relations approach.
The Job characteristics approach.
 ENGINEERING APPROACH
TO JOB DESIGN
Proposed by FW Taylor. (main idea was on task)
According to this approach the work or task of each
employee is planned by the management a day in advance.
The details include things like what, how and when of the
task along with the time deadlines.
 PRINCIPLES AND PROBLEMS OF
ENGINEERING APPROACH
PRINCIPLES PROBLEMS
Work should be scientifically
studied to reap in specialization. Repetition.
Work should be arranged. Little social interaction.
Employees selected should match
the job demands. Mechanical pacing.
Employees should be imparted No end product.
training to perform the job.
Monetary rewards should be
given.
 HUMAN RELATIONS APPROACH TO
JOB DESIGN
The human approach of job design laid emphasis on
designing a job around the people or employees
(Psychological needs of the employees) and not around the
organizational processes.
According Frederick Herzberg there are two types of
factors-
Hygiene factors (working conditions, organizational
policies, pay)
Motivators (Achievement, recognition, work itself,
responsibility, advancement and growth).
HERZBERGS TWO-FACTOR THEORY
 THE JOB CHARACTERISTICS
APPROACH
The job characteristics approach was popularized by
Hackman and Oldham.

According to this approach there is a direct relationship

between job satisfaction and rewards.
 THE JOB CHARACTERISTICS
APPROACH
This approach states that Employees will work hard
when they are rewarded for the work they do and
when the work gives them satisfaction.
Thus, they suggest that motivation, satisfaction and
performance should be integrated in the job design.
 FIVE CORE JOB DIMENSIONS
Skill variety:The degree to which the job requires the
workers to use of variety of skills to successfully complete
job requirements.

Task Identity:The degree to which the job allows

workers to complete whole tasks from start to finish ,
rather than disjointed portions of the job.
 FIVE CORE JOB DIMENSIONS
Task Significance:The degree to which the job significantly
impacts the lives of others both within and outside the workplace.

Autonomy:Does the job offer freedom and independence to the

individual performing the same.

Feedback:The degree to which the job itself provides workers

with clear, direct knowledge of their performance.
 MPS- Motivating Potential
Score
The core job dimensions are combined into a single index-
 TECHNIQUES FOR JOB
DESIGN
Job simplification.
Job enlargement.
Job rotation.
Job enrichment.
 JOB SIMPLIFICATION
Job simplification is a design method whereby jobs are divided into smaller
components and these sub units are then assigned to workers as their total job.
Examples- Burger King, McDonalds use job simplification so that employees
can learn task rapidly, short work cycles so as to perform with little effort.
However, job simplification results in boredom and monotony, lack of
motivation and job satisfaction.
This is done so that employees can do these jobs without much specialized
training
Jobs are broken down into very small parts where a fragment called task is
repeatedly done over and over again by the same individual..
 JOB SIMPLIFICATION
ADVANTAGES DISADVANTAGES
Employee therefore is paid higher a worker is likely to get bored and
rewards. remain absent frequently.

the productivity is high. Quality and quantity may suffer in the

Achieves specialization. long run due to frustration.

Training cost to the organization is Organization may have to attract

practically negligible. workers by offering higher wages
 JOB ENLARGEMENT
It expands the job horizontally.
It increases the number of different operations required in a job.
Job Enlargement means where two or more simple tasks are combined
and allotted to an employee
Eg: As in the case of vehicle driver, apart from driving he can undertake
the job of maintenance of the vehicle.

Increases job range, but not depth.

 JOB ENLARGEMENT
Advantage :
more variety in a job

acquiring additional proficiency.

Dissatisfaction of employees can not be avoided after a long

period due to boredom.
 JOB ROTATION
It refers to the movement of employee
from one job to another.
In this, the employee is relieved from the boredom
and monotony and improves the employees skills
regarding various jobs and increase the employees
personal growth.
However, frequent job rotations create
a negative impact on the organization and the employee.
 ADVANTAGES OF JOB
ROTATION
1.Variety of skills.
2.Improves earning capacity:
o Due to job enlargement the person learns many new activities.
o such people apply for jobs to other companies and can bargain for
more salary.
3.Wide range of activities.
 LIMITATIONS OF JOB
ROTATION
1. Frequent interruption:
o A person who is doing a particular job and get it comfortable suddenly finds
himself shifted to another job or department this interrupts the work in both the
departments

2. Reduces uniformity in quality:

o when a new worker is shifted or rotated in the department, he takes time to learn
the new job, makes mistakes in the process and affects the quality of the job.
JOB ENRICHMENT
It is based on the concept of Herzbergs two-factor theory of
motivation.
It expands the job vertically.
It is based on the assumption that in order to motivate employees,
the job itself must provide opportunities for achievement,
recognition and others to the employees.

Job enrichment involves providing an employee with more

responsibility for a job and challenges the individuals skills at work.
JOB ENRICHMENT
 FEATURES OF
JOB ENRICHMENT
The characteristics or features of job enrichment are:-

Nature of Job : Job enrichment is a vertical expansion of the job.

Objective : The objective of Job enrichment is to make the job more lively and
challenging.

Positive Results : Job enrichment gives positive results if the workers are highly skilled.
Direction and Control : Job enrichment encourages self-discipline.
 ADVANTAGES OF JOB
ENRICHMENT
Job enrichment is useful to both the workers and the organization.

The worker gets achievement, recognition and self-actualization.

The worker gets a sense of belonging to the organization.

The worker finds the job meaningful.

Job enrichment reduces absenteeism, labour-turnover and grievances.

It motivates the workers to give best performance.

 LIMITATIONS OF JOB
ENRICHMENT
In many cases, job enrichment does not give the expected results.

It makes many changes in the job. So many workers oppose it.

It has limited use for highly skilled managers and professionals.

The consent of workers is not taken before implementing job enrichment.

Managers force the workers to accept job enrichment, which is not good.
CASE!!!
 Amits Duties and Responsibilities
BASIC DUTIES
Scheduling his sub -ordinate salesmen
for sales.

Making Reports of Sales

Listening to consumer responses and

feedbacks and forwarding them to the seniors.

 New Job Designed
Job Enrichment
Scheduling his sub-ordinate salesmen
+
Target was given to him with adequate powers to achieve it
 New Job Designed
Job Enlargement
Listening to consumer responses and feedbacks and forwarding
them to the seniors +
Trained to guide and suggest unsatisfied consumers
 FACTORS AFFECTING JOB
DESIGN
Organizational Factor
Environmental Factor
Behavioral Factor
ORGANIZATIONAL FACTORS
Work flow

Ergonomics

Work practices
 ENVIRONMENTAL FACTORS
Employee Abilities and Availability

Social and Cultural Expectation

 BEHAVIOURAL FACTORS
Feedback
Use of abilities
Autonomy.
Diversity (Job variety)
 CURRENT TRENDS IN JOB
DESIGN
Flextime

Compressed Workweek

Job Sharing

Telecommuting