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Job Design

Job design is the process of defining tasks, duties, and work arrangements to maximize employee motivation and productivity. There are several approaches to job design, including job enrichment, job enlargement, job simplification, and job rotation. Job enrichment aims to provide autonomy, responsibility, and growth opportunities to motivate employees. Job enlargement adds more tasks horizontally. Job simplification breaks jobs into repetitive subtasks. Job rotation periodically moves employees between different jobs to reduce boredom. Current approaches emphasize flexibility, remote work, flatter structures, and employee empowerment.

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58 views13 pages

Job Design

Job design is the process of defining tasks, duties, and work arrangements to maximize employee motivation and productivity. There are several approaches to job design, including job enrichment, job enlargement, job simplification, and job rotation. Job enrichment aims to provide autonomy, responsibility, and growth opportunities to motivate employees. Job enlargement adds more tasks horizontally. Job simplification breaks jobs into repetitive subtasks. Job rotation periodically moves employees between different jobs to reduce boredom. Current approaches emphasize flexibility, remote work, flatter structures, and employee empowerment.

Uploaded by

Kritika
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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JOB DESIGN

• Job Design is a process of defining job, task and the work


arrangements to accomplish them. Job Design recognize the capability
and needs of those who are to perform the work.
ELEMENTS OF JOB DESIGN
• Elements Of Job Design 1) Task Analysis 2) Work Analysis 3)
Environmental Analysis
Benefits of Job Design
• 1) Employee Input 2) Employee Training 3) Work Schedule 4)
Adjustments
Approaches to the Job Design

• The approaches to job design are as follows:-


• 1. Job Enrichment 2. Job Enlargement 3. Job Simplification 4.
Job Rotation 5. Traditional Approach 6. Classical or Scientific or
Engineering Approach 7. Behavioural Approach
Approaches to the Job Design
1. Job Enrichment:
• It is an approach to job design that is based on the assumption
that in order to motivate personnel, the job itself must provide
opportunities for achievement, recognition, responsibility,
advancement and growth. It gives employees more
opportunities for autonomy and feedback. It also gives them
more responsibilities that require decision making, such as
scheduling work, determining quality, etc.
Approaches to the Job Design
• 2. Job Enlargement:
• It involves adding more tasks to a job or assignment of varied
tasks or duties of the jobs of employees at the same level.
According to Herzberg, “job enlargement is simply adding a zero
to zero. Zero meaning that one set of boring tasks is simply added
to another set of boring tasks. A recent study found that by
expanding the scope of job, workers found benefits such as mere
satisfaction, reduce boredom, monotony and increased
motivation.”
• Enlargement is done only on the horizontal level i.e. the jobs
remains the same, but of larger scale than before.
Approaches to the Job Design
• Job Simplification or Work Simplification:
• Under this method, the complete job is simplified by breaking
down into small sub-parts. Then, each part of the job is assigned
to a worker who does the same task over and over again. This is
done so that employees who gain proficiency in doing the
repetitive task require less training. This will lower down
training costs and in turn increases productivity and profit.
Time and motion study are generally used for job
simplification.
Approaches to the Job Design
• 4. Job Rotation:
• This is one of the methods to reduce boredom which implies
moving of employees from one job to another within a working
group so that there is some variety and relief from boredom of
monotonous jobs. Herzberg characterized this approach as
merely substituting “one zero for another zero”.
• It is horizontal or lateral transfer, where employees are shifted
to another activity to meet the needs of work scheduling. It not
only reduces boredom and monotony of job but also increases
employee’s skills and knowledge.
Approaches to the Job Design
• 5.Traditional Approach:
• Under this approach duties and responsibilities of the
organization are allocated on the basis of common practice and
tradition and hence the procedure of recruitment, selection and
fixation of remuneration are simplified.
Approaches to the Job Design
• 6.Classical or Scientific or Engineering Approach:
• This approach was developed by Dr. F. W. Taylor and his
associates. According to this approach principles of Scientific
Management developed by Dr. Taylor is the basis for designing
the job in various organizations. These principles focus on
planning, standardizing and improving human efforts to
maximize productivity.
Approaches to the Job Design
• 7.Behavioural Approach:
• This approach is based on the findings of Elton Mayo, Frederick
Herzberg and other human relation experts. The main focus of
this approach is on job redesign, work structuring, job
enrichment, participative system etc. The approach also focuses
on social and psychological needs of the workers along with
technical aspects.
Factors Affecting Job Design

1) Organizational Factors:  Work Nature  Ergonomics  Work


Flow  Culture
2) Environmental Factor:  Work Nature  Ergonomics  Work Flow
 Culture
3) Behavioural Factor:  Autonomy  Feedback  Use of Skills and
Ability
Current approaches of Job Design
• Flex timings
• Work from home
• Flatter organizational structure
• Employee empowerment

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