EDUC 204
Educational Management
Prof. Jay Oliquino
subsistence living nomadic
community
cities/empires/civilizations
Why is division of labor important?
Module 3
Job Design and
Work Schedules
Reporters:
Ruben P. Pillarda Jr.
Ma. Rosa C. Mayores
Maria Vaniza O. Madrideo
Task Knowledge
Characteristics Characteristics
Four Major
Dimensions of
Job Design
Social Contextual
Characteristics Characteristics
Four Major Dimensions of Job
Design Plus Job Specialization
• Job design-is the process of laying out job
responsibilities and duties and describing
how they are to be performed.
Four Major Dimensions of Job
Design Plus Job Specialization
1. Task Characteristics
-focus on how the work itself is accomplished and the range and nature of the
tasks associated with a particular job.
Autonomy- refers to how much freedom and independence the incumbent
has to carry out his/her work assignment.
The freedom aspect includes:
a. Work scheduling
b. Decision making
c. Work methods
Four Major Dimensions of Job
Design Plus Job Specialization
Task Variety- refers to the degree to which the job requires the worker to use a
wide range of tasks.
Task significance- indicates the extent to which a job influences the lives or works
of others, whether inside or outside of the organization.
Task identity- reflects the extent to which a job involves a whole piece of work that
can readily be identified.
Feedback from job- refers to the extent to which the job provides direct and clear
information about task performance.
Four Major Dimensions of Job
Design Plus Job Specialization
2. Knowledge Characteristics
Job Complexity- refers to the degree to which the job tasks are complex and
difficult to perform.
Information Processing- refers to the degree to which a job requires
attending to and processing data and information.
Problem Solving-refers to the degree to which a job requires unique ideas
or solutions, and it also involves diagnosing and solving nonroutine
problems and preventing or fixing errors.
Four Major Dimensions of Job
Design Plus Job Specialization
2. Knowledge Characteristics
Skill Variety- refers to the extent to which a job
requires to incumbent to use a variety of skills to
perform the work.
Specialization- refers to the extent to which a job
involves performing specialized tasks or possessing
specialized knowledge and skills.
Four Major Dimensions of Job
Design Plus Job Specialization
2. Knowledge Characteristics
Interdependence-reflects the degree to which the job
depends on others-and others depend on the job-to
accomplish the task.
Interaction outside the organization- refers to how
much the job requires the employee to interact and
communicate with people outside the organization.
Four Major Dimensions of Job
Design Plus Job Specialization
3. Contextual Characteristics
-refer to the setting or environment of the job, such as
working in extreme temperatures.
Ergonomics- indicates the degree to which a job allows correct
posture or movement.
Four Major Dimensions of Job
Design Plus Job Specialization
3. Contextual Characteristics
Physical demands-refer to the level of physical activity or effort
required for the job, particularly with respect to physical
strength, endurance, effort, and activity.
Work conditions- relate directly to the environment in which
the work is performed, including the presence of health
hazards, noise, temperature, and cleanliness, of the workplace.
Sub-professional vs. Professional
• Job complexity
• Information processing
• Problem Solving
• Skill Variety
• Work-scheduling autonomy
• Decision-making Autonomy
• Work-methods Autonomy
• Work conditions
Job Specialization and Job
Design
Job specialization is the
degree to which a job
holder performs only a
limited number of tasks.
Specialists handle a narrow
range of tasks especially
well.
Advantages: Disadvantages:
• Allows for the • Coordinating the
development of workforce can
expertise at all be difficult when
occupational Job Specialization several
levels. employees do
• Employees small parts of
become highly one job.
knowledgeable • Employees
and skilled become bored
• It requires less on performing a
training time and narrow range of
less learning task.
ability
Automation and Job
Specialization
• Automation typically involves a
machine that performs a
specialized task previously
performed by people.
Enhances
Increases job
productivity satisfaction Cost savings
Enhances Improves
job accuracy
satisfaction Easy and
collection of consistency
data and
analysis
Job Description and Job Design
Job description- a written
statement of the key features of
a job and the activities required
to perform it effectively.
JOB ENRICHMENT AND THE JOB
CHARACTERISTICS MODEL
Job Enrichment is an approach to
including more challenge and
responsibility in jobs to make them
more appealing to employees.
Characteristics of an Enriched Job
CHARACTERISTICS CONSEQUENCES
1. Direct Feedback
2. Client Relationships
3. New Learning
4. Control over method
Increased Job
5. Control over scheduling Satisfaction and
6. Unique experience Productivity
7. Control over resources
8. Direct communication
authority
9. Personal accountability
Employees/workers
supervisors managers
Job incumbents
Job Involvement, Enlargement,
and Rotation
Job involvement is the degree to which
individuals identify psychologically with
their work. It also refers to the
importance of work to a person’s total
self-image.
Job Involvement, Enlargement,
and Rotation
-horizontal job loading
Job enlargement refers
to increasing the number
VS.
and variety of tasks
within a job. -vertical job loading
Job Involvement, Enlargement,
and Rotation
Job rotation is the
temporary switching of
job assignments.
Job Design and Work
Schedules
A component worker carefully follows a
job description; good performance means
that the person accomplishes what is
specified in the job description.
Workers sometimes deviate from their
job descriptions by modifying their job to fit
their personal preferences and capabilities.
Job Crafting
- it refers to the physical and
mental changes individuals
make in the task or relationship
aspects of their job.
3 COMMON OF JOB CRAFTING
1. The number and types of job tasks.
2. The interactions with others on the job.
3. One’s views of the job.
Job
Embeddedness
- it refers to the array of forces attaching people to
their jobs.
3 Dimensions:
1. The formal or informal connections to people in the
organization or community.
2. Sacrifice, the perceived cost of material or psychological
benefits you would forfeit if you left the job.
3. Fit, compatibility, or comfort with the organizational but you
think highly of the company and enjoy your community.
ERGONOMINCS & JOB DESIGN
U.S. Occupational and Health Agency (OSHA),
Ergonomics is the science of fitting the worker to
the job.
- seeks to minimize the physical demands on
workers and optimize system performance, and
therefore has considerable relevance to job design.
3 PRINCIPLES OF ERGONOMINCS
1. Workers should be able to adopt several different
postures that are safe and comfortable.
2. Workers should exert muscular force should be
encouraged to use the largest muscle groups.
3. Wherever possible, workers should be able to perform
regular work activities in the middle range of joint
movement.
MUSCULOSKELETAL DISORDERES
1. Cumulative Trauma Disorders – injuries caused by
repetitive motions over prolonged periods of time.
2. Carpal Tunnel Syndrome – frequent bending of the
wrist causes swelling in a tunnel of bones and
ligaments in the wrist.
An Ergonomically Designed Workstation
Flexible Working Hours
- many employees exert some
control over their work schedules
through a formal arrangement of flexible
working hours.
-are far more likely to be an option
for employees on the nonexempt payroll
- decrease employee absenteeism
Sample Schedules:
Flexible Arrival Time Flexible Departure
Time
Early Schedule : 7:00
3:30
Standard Schedule: 9:00
5:30
Late Schedule: 10:00
Compressed Workweek
- is a full-time work schedule
that allows 40 hours of work in less
than five days.
- are popular with employees
whose lifestyle fits such a schedule,
and morale increases for employees
who want more days off.
Telecommuting or Remote Work
– is an arrangement in which employees use
computers to perform their regular work
responsibilities at home in a satellite office or from a
remote worksite.
Telecommuting Telecommuting Disadvantages
Advantages Telecommuters can feel
Increase productivity exploited.
Telecommuting programs
Low overhead
can be disadvantageous to
Access to a wider range the employer.
of employee talent Difficult to supervise
Direct contribution to telecommuters.
green initiatives Organization misses out on
some of the creativity.
Job Sharing – is a work arrangement
in which two people who work part-
time share one job.
Part – Time and Temporary
Work
–is a modified work schedule offered
by about two-thirds of employers.
Contingent Workers – part-time or
temporary employees who are not
members of the employer’s
Shift Work
- to accommodate the needs
of employers rather than employees.
- the purpose of shift work is
to provide coverage during nonstandard
hours.
- most common shift schedule
are days (7 a.m to 3 p.m), evenings (3
p.m to 11 p.m) and nights (11 p.m to 7
a. m)
Job Design – to enhance job
performance and
productivity.
- contributes to work
systems that perform
High Performance Work System
- is a way of organizing work so that frontline workers
participate in decisions that have an impact on their
jobs and the wider organization.
- Such a work system includes job autonomy, access
to support from work associates, self-managing
work teams, and problem-solving and quality-
improvement teams.
- A proposed approach to high-performing work
systems is to adjust resources available to workers.
For a company to attain its potential, each
employee’s supply of resources should equal
demand for these resources.
Reflection Questions
1. In what way does job design affect organizational culture and employee
relationships?
2. How do you think automation of tasks impact the future of human labor?
3. In what ways can job enlargement influence career development and
progression?
4. What are the benefits of frequent job rotation for a person who would like to
become a high-level manager?
5. How would a manager know if the jobs he or she supervised fit well into a
high-performance work system?
