1. job design when an organization is trying to improve quality or efficiency, a review of work...

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JOB DESIGN• When an organization is trying to improve quality

or efficiency, a review of work units and processes may require a fresh look at how jobs are designed.

• Job design is the process of defining how work will be performed and what tasks will be required in a given job redesign.

• Industrial engineering looks for the simplest way to structure work in order to maximize efficiency.

• Most organizations combine industrial engineering with other approaches to job design.

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APPROACHES TO JOB DESIGN

CHARACTERISTICS OF A MOTIVATING JOB

DESIGNING JOBS THAT MOTIVATE

• A pure focus on efficiency will not achieve human resource objectives.

• Job design should take into account factors that make jobs motivating to employees.

• Job Characteristic Model describes jobs in terms of five characteristics:• Skill variety• Task identity• Task significance• Autonomy• Feedback

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DESIGNING JOBS THAT MOTIVATE

• Job enlargement refers to the expansion of the number of different tasks performed by an employee in a single job. It attempts to add somewhat similar tasks to the existing job so that it has more variety and be more interesting.

• Job rotation refers to moving employees from job to job to add variety and educe boredom by allowing them to perform a variety of tasks.

DESIGNING JOBS THAT MOTIVATE

• Job enrichment involves adding more motivators to a job and make it more rewarding. Job becomes enriched when it gives job-holder more decision – making, planning and controlling powers. It comes from the work of Frederick Herzberg.

Characteristics of an Enriched Job

1. Direct Feedback2. Client Relationship3. New Learning4. Scheduling Own Work5. Unique Experience6. Control Over Resources7. Direct Communication

Authority8. Personal Accountability

DESIGNING JOBS THAT MOTIVATE

• Self managing work teams have authority for an entire work process or segment.

• Flexible work schedules offer alternatives to the 8-5 work job.• Flextime• Job sharing• Compressed workweek• Telework

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DESIGNING JOBS THAT MOTIVATE FLEXIBLE WORK SCHEDULES

Flextime• A scheduling policy in

which full-time employees may choose starting and ending times within guidelines specified by the organization.

• A work schedule that allows time for community and family interests can be extremely motivating.

Job Sharing• A work option in which

two part-time employees carry out the tasks associated with a single job.

• Enables an organization to attract or retain valued employees who want more time to attend school or take care of family matters.

ALTERNATIVES TO THE 8-TO-5 JOB

DESIGNING JOBS THAT MOTIVATE TELEWORK

• Telework – the broad term for doing one’s work away from a centrally located office.

• Advantages to employers include:• less need for office space• greater flexibility to employees with special needs

• Easiest to implement for managerial, professional, or sales jobs.

• Difficult to set up for manufacturing workers.

DESIGNING JOBS THAT MOTIVATE

DESIGNING ERGONOMIC JOBS

• Ergonomics – the study of the interface between individuals’ physiology and the characteristics of the physical work environment.

• The goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works.

• Redesigning work to make it more worker- friendly can lead to increased efficiencies.

DESIGNING JOBS THAT MEET MENTAL CAPABILITIES AND LIMITATIONS

• Just like the body, the mind too has capabilities and limitations.

• There are several ways to simplify a job’s mental demands:• Limit the amount of information and memorization the job

requires• Provide adequate lighting• Provide easy-to-understand displays• Provide simple-to-operate equipment• Provide clear instructions

• A recent source of job complexity is the flood of e-mails received.

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