2. Learning Objectives
Explain what job design is all about.
Describe how job rotation, job enlargement, and job
enrichment work.
Describe the five core job dimensions and illustrate
selected enrichment principles that help to create these
dimensions.
Discuss five job enrichment principles
Discuss Job Redesign Process
Discuss four current challenges in job design.
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4. Job Redesign Techniques
In job rotation, the workers moves from
one job to another
Job enlargement gives the worker more
to do
Job enrichment gives the worker more
authority in planning and controlling the
work
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5. Advantages of Job
Redesigning
Enhances the Quality of Work-Life
Increases Organization’s and
Employees’ Productivity
Brings the Sense of Belongingness
in Employees
Creates a Right Person-Job Fit
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7. Five Core Job Dimensions
1. Skill variety is the degree to which
jobs require a completion of different
activities
2. Task identity involves the degree to
which a job requires completion of an
identifiable piece of work
3. Task significance is the degree to
which a job has a substantial impact
on others
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8. 4. Autonomy is the degree to
which a job provides the worker
with freedom in carrying it out
5. Feedback is the degree to which
the work provides the worker
with performance information
9. Job Enrichment Principles
1) Formation of natural work units
2) Establishment of worker-client
relationships
3) Combining of tasks
4) Vertical loading
5) Opening of feedback channels
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10. Job Redesign Process
1. Revising the Job Content: Job redesigning process
involves recollecting and revising job-related
information to determine the inconsistency
between person and the job.
2. Analyzing Job-related Information:
It is done to determine the hindrances in
performing job-related tasks and duties and
investigate why an employee is not able to deliver
the expected output.
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11. 3. Altering the Job Elements:
It may include cut back on extra responsibilities or
addition of more functions and a higher degree of
accountability. The basic aim of altering the job
content is to design a job in such a manner that
encourages employees to work harder and perform
better.
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12. 4.Reformation of Job Description and
Specification:
After altering the job elements, a job analyst
needs to reform the job description and
specification in order to make sure that the
worker placed at a particular place is able to
deliver what is expected of him.
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13. CONTINUING
5. Reshuffling the Job-related Tasks and
Duties:
Next is to reallocation of new or altered
tasks and functions to employees. It may be
done by rotating, enriching, enlarging and
engineering the job. The idea is to motivate
the performers while increasing their
satisfaction level.
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14. Current Challenges in Job
Design
New workplace designs
The increasing use of teleworkers
The challenge in dealing with
contract workers
Managing hard-to-keep employees
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