job design

1. Job design means to decide the contents
of a job. It fixes the duties and
responsibilities of the job, the methods of
doing the job and the relationships
between the job holder (manager) and his
superiors, subordinates and colleagues.

2. Job Design is the outgrowth of job
analysis….
Job Design is a way of organizing tasks,
duties and responsibilities in a productive
unit of the work.
It is defined as the process of deciding the
content of a job in terms of duties and
responsibilities of the job holders.

3. Job Design: “It is concerned with changing, modifying and
enriching jobs in order to capture the talents of employees
while improving organization performance.”

4.  Major Concern: Employee Productivity & Satisfaction
 Purpose of Job Design: how the job is to be performed, who
is to perform it, and where it is to be performed.
 Affect on Employee: How he feels about a Job.
 Impact : Level of Authority- How much decision-making the
employee has and how make tasks he/she has to complete and
interpersonal relationships

5.  To Meet the organizational requirements such as higher
productivity, operational efficiency, quality of product/service
etc and
 To satisfy the needs of the individual employees like interests,
challenges, achievement or accomplishment, etc.
 Integrate the needs of the individual with the organizational
requirements.

6. 1 • Proper scope of job
2 • Full-time challenge of the job
3 • Managerial skills
4 • Organisation's requirements
5 • Individual likes and dislikes
6 • Organisational structure
7 • Technology
8 • Control System

7. 7
Job
Design
Job Enrichment
Job Enlargement
Job Engineering
Approach
Human Relation
Approach
Sociotechnical
Approaches
Job Characteristics
Building Skill variety

8.  Engineering Approach:
Task idea is the key element of this approach.
 The work of every workman is fully planned out by the
management at least on day in advance and each man receives
in most cases complete written instructions, describing in
detail the task which he/she has to accomplish-FW TAYLOR.
 These principles focus on planning, standardizing and
improving human efforts at the operational level in order to
maximize productivity.

9. Task Fragmentation
Optimization of Technology
Standardization
Specialization
Training
Individual responsibility
Economic Incentive

10. 10
Demerits of overspecialization:
• Repetition
• Narrow Specialization
• Mechanical pacing
• No end product (Lack of Job Pride)
• Little social interaction
• No personal input

11.  The Human relations approach recognized the need to design
jobs which are interesting and rewarding.
 Herzberg’s research popularized the notion of enhancing need
satisfaction through what is called job enrichment.
 Factors involved:
 Motivators like achievement, recognition, work itself,
responsibility, advancement and growth and Hygienic factors.
 According to Herzberg. The Employee is dissatisfied with the
job if required maintenance factors to the required degree are
not introduced into the job.

12. Hygiene Needs
Motivation Needs
Hygiene Factors
Good working
condition
Job security
Policies & rules
Motivators:
Achievement
Responsibility
Recognition
Level of
Job dissatisfaction
Level of
Job Satisfaction
Level of
Job Performance
Human Relation Approach

13. 13
 Theory by Hackman and Oldham states that employees will
work hard when they are rewarded for the work they do and
when the work gives them satisfaction.
 This model is based on the assumption that three key
psychological states of a job holder determine his motivation,
satisfaction and performance on the job

14.  Skill Variety : Degree to which job necessitates
the use of different skills
 Task Identity : Degree to which job requires
completion of work
 Task Significance: importance of task & Degree
to which job makes impact.
 Autonomy: Degree to which job provides freedom
in scheduling the work and determining pace
 Feedback: Degree to which objectives, progress &
performance feedback reaches employees.

15. 15
Core Job
Characteristics
Critical
Psychological States
Outcome
Skill Variety
Task Identity
Task Significance
Experienced
meaningfulness of the job
Autonomy
Feedback
Res. For the outcome
Know. Of actual result
High Internal Work
High growth
satisfaction
High work effectiveness
High quality work
Low absenteeism

16.  According to this approach Job can be described in terms of
five core job dimensions (Motivating potential score (MPS))
i.e.
MPS = Skill Variety + Task Identity + Task Significance
X Autonomy X Feedback
3

17. According to this concept, jobs should be designed by taking a
‘holistic’ or ‘systems’ view of the entire job situation, including
its physical and social environment.
The guidelines for this approach are:
 Intellectually challenging & demanding
 Variety & novelty
 Social Support & recognition
 Desirable future
 Decision making authority
 Correlation with social lives

18.  Job Rotation: the movement of an employee form one job to
the another.
 Job Enlargement: adding more and different tasks to a
specialized job to provide greater variety.
 Job Enrichment: adding duties and responsibilities that will
provide for Motivating potential score .

19. Job Analysis identifies what people do in their jobs and what they
require in order to do the job satisfactorily.
Right PERSON for the RIGHT JOB at the Right Time and In a
RIGHT PLACE.

20.  Task: A task is an action or related group of action designed to
produce a definite outcomes or result.
 Position: A position is a group of similar tasks and
responsibilities assigned to one individual.
 Job: “a group of positions that are similar as to the kind and
level of work”.
 Occupation: “is a group of jobs that are similar as to the kind of
work and are found throughout an industry or the entire
country”.

21.  Job Analysis: “ the process of determining, by observation and
study and reporting pertinent information relating to the nature
of a specific job. It is the determination of the tasks which
comprise the job and of the skills, knowledge, abilities and
responsibilities required of the worker of a successful
performance and which differentiate one job from all other”.
 Job Description: “an organized, factual statement of the duties
and responsibilities of a specific job.”

22.  Job Specification: “ a statement of the minimum acceptable
human qualities necessary to perform a job properly.”
 Job Classification: “a grouping of jobs on some specified basis
such as the kind of work or pay.”
 Team Description: “an organized, factual statement of the
duties and responsibilities of a complete team.”
 Team Specification: “ pertains to minimum acceptable human
qualities and relationships necessary to perform all kinds of
activities of the team.”

25.  Employment
 Organization Audit
 Training & Development Programmes
 Performance Appraisal
 Promotion and Transfer
 Preventing Dissatisfaction & Settling Complaints
 Discipline
 Restriction of Employment Activity for Health Reasons &
Early Retirement
 Wage & Salary Administration
 Health & Safety
 Induction
 Industrial Relations