Impact Of Job Design On Employee Satisfaction At J K Cement Kanpur

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There is an established body of knowledge supporting the idea that certain jobs and goal setting can enhance performance. This project focuses on motivating performance through job design.

There is an established body of knowledge supporting the idea that certain jobs and goal setting can enhance performance. This project focuses on motivating performance through job design.

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  • 1. Name: Abhineet Anand (2008 – 2010)<br />Title: Impact of Job Design on Employee Satisfaction at J.K. Cement Kanpur<br />Summary<br />Short Description about the Project:<br />There is an established body of knowledge supporting the idea that certain jobs and goal setting can enhance performance. This project focuses on motivating performance through job design. It is experienced that well designed jobs can have a positive impact on both employee satisfaction and the quality of performance. In the present project, it is proposed that a well-defined job would enhance motivation, satisfaction and performance of the employees. Thus, for both academicians and practitioners, job design takes on special importance in today's human resource management. It is essential to design jobs so that stress can be reduced, motivation can be enhanced, and satisfaction of employees and their performance can be improved so that organizations can effectively compete in the global marketplace.<br />Objectives: <br />
    • To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory or formularize research.
    • 2. To portray accurately the characteristics of a particular individual, situation or a group – Descriptive research.
    • 3. To determine the frequency with which something occurs or with which it is associated with something else – Diagnostic research.
    • 4. To test a hypothesis of a causal relationship between variables – Hypothesis-Testing research.
    Conclusion:<br />We have reviewed three factors which qualify the general proposition that increases in the motivating potential of a job foster greater internal work motivation on the part of the people who perform it. These factors are a person's jobrelevant knowledge and skill; growth need strength; and level of satisfaction with aspects of the work context, particularly satisfaction with job security, compensation, coworkers, and supervision.<br />While each of these factors may, in its own right, affect the responses of a person to a job, they become especially significant when they occur in combination. The " worst possible" circumstance for a job that is high in motivating potential, for example, would be when the job incumbent is only marginally competent to perform the work and has low needs for personal growth at work and is highly dissatisfied with one or more aspects of the work context. The job clearly would be too much for that individual, and negative personal and work outcomes would be predicted. It would be better, for the person as well as for the organization, for the individual to perform relatively more simple and routine work.<br />On the other hand, if an individual is fully competent to carry out the work required by a complex, challenging task and has strong needs for personal growth and is well satisfied with the work context, then we would expect both high personal satisfaction and high work motivation and performance. The work, in this case, would fit well both with the talents and the needs of the individual, and the outcomes should be beneficial both to the individual and to the organization.<br />Recommendations:<br />Based on the study I would suggest the company to go for work redesign<br />The company should offer employees more chances to show their skills <br />Company should also provide employees with certain degree of autonomy so that they feel their job significant.<br />