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Presentation by:
25 ± Anil Gupta
26 ± Tanvi Jindal
27 ± Anshul Jain
28 ± Vipul Singhal
29 ± Vineet Kumar
30 ± Ishita Dhingra

 
= hat is Job Design?
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= Job Design Decisions
=
ow can job design help with the organization of work?
= Trends in Job Design
= ehavioral Considerations in Job Design
= Socio-technical Systems
= Physical Considerations in Job Design
= ork Methods-- Ultimate Job Design
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= Specifying tasks that make up ajob for an

individual or group

= Involves determining
± hat is to be done (i.e., responses)
±
ow it is to be done (i.e., tools, etc.)
± hy it is to be done (i.e., purpose)

= Job design is the function of specifying the work

activities of an individual or group in an
organizational setting.
 


= Technical Feasibility

= conomic Feasibility

= ehavioral Feasibility
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0 Involves
0 reaking jobs into small component
parts
0 Assigning specialists to do each part
0 First noted by Adam Smith (1776)
0 Observed how workers in pin factory
divided tasks into smaller components
0 Found in manufacturing & service
industries
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0 Greater dexterity & faster learning

0 Less lost time changing jobs or
tools
0 Use more specialized tools
0 Pay only for needed skills
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0 Job enlargement
0 Job rotation
0 Job enrichment
0 ork simplification
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0 Organizational factors
0 ork Practices
0 rgonomics
0 ork Flow
0 The internal structure of each task
0 Characteristics of Task:
0 nvironmental factors
0 mployee Abilities and Availability:
0 Social and Cultural xpectations:
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Who What Where When Why How

Organizational
Mental and Geographic
Time of day; rationale for Method of
physical locale of the
Tasks to be time of the job; object- performance
characteristics organization;
performed occurrence in ives and mot- and
of the location of
the work flow ivation of the motivation
work force work areas
worker

Ultimate
Job
Structure
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0 Job design principles can address problems

such as:
0 work overload,
0 work under load,
0 repetitiveness,
0 limited control over work,
0 shift work,
0 delays in filling vacant positions,
0 excessive working hours, and
0 Limited understanding of the whole job process.
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0  uality control as part of the worker's job

0 Cross-training workers to perform multi
skilled jobs
0 mployee involvement and team
approaches to designing and organizing
work
0 "Informating" ordinary workers through
e-mail and the Internet
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0 xtensive use of temporary workers

0 Automation of heavy manual work
0 Creating alternative workplaces
0 Organizational commitment to
providing meaningful and rewarding
jobs for all employees

   
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6
 
 
     

       


Degree of Ultimate Job nrichment

Specialization Job (vs. nlargement)
Structure
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0 ork physiology sets work-rest cycles according
to the energy expended in various parts of the
job. The harder the work, the more the need for
rest periods.
0 rgonomics is a term used to describe the study
of the physical arrangement of the work space
together with tools used to perform a task. Fit
the work to the body rather than forcing the body
to conform to the work.
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Ultimate
Ultimate
 
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Job Job 

Design
Design

   
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"
0 A job is said to be enlarged vertically if
the employee is involved with which of the
following?
a) The job¶s planning
b) The job¶s organizing
c) The job¶s inspecting
d) All of the above
e) None of the above

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0 research on Sociotechnical Systems have found
that individuals or work groups require an
integrated pattern of work activities that
incorporates which of the following job design
principles?
a) Decreased task variety
b) Decreased skill variety
c) Decreased task autonomy
d) All of the above
e) None of the above

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0 hich of the following activities requires
the most typical energy cost in calories
per minute?
a) alking upstairs
b) riting
c) Chopping wood
d) Typing on a computer
e) Digging
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