This document discusses considerations for designing jobs and work systems. It covers allocating tasks through job specialization, enlargement, rotation, enrichment, and vertical loading. It also discusses ensuring core job characteristics like skill variety, task identity, significance, autonomy, and feedback. Additionally, it addresses designing jobs around worker needs like changing demographics, work-life balance, voice, and safety. Finally, it discusses how jobs interface through pooled, sequential, and reciprocal interdependence and ensuring an optimal fit between employee and organizational needs.

1. DESIGN AND REDESIGN OF WORK SYSTEM
THREE PRIMARY CONSIDERATIONS IN DESIGNING JOBS:
1. WHAT Workers DO
Allocating specific tasks and job responsibilities to employees
a. Job specialization
: Can be viable strategy for the design of work systems in
organization that require high levels of efficiency and cost
minimized in order to compete effectively.
b. Job enlargement
: Provides some variety by increasing the number of tasks,
activity or jobs to help alleviate the boredom of highly
specialized work.
c. Job rotation
Workers rotate across different specialized positions within the
organization. Employees are exposure to different roles and
functions within an organization.
d. Job enrichment
Initiates involve going beyond merely adding tasks to employee’s
jobs. Job enrichment involves increasing the amount of
responsibility employee has.
e. vertical loading
Initiates involve the task before this formally done by
supervisor as reassigned to the employees.

2. CORE JOB CHARACTERISTICS
: impact certain work-related outcomes and employee
psychological states.
1. Skill variety
The work allows the employees use a variety of skills in the
jobs.
2. Task identity
The work allows an employee to complete the whole or
identifiable piece of work.
3. Task significance
: The extent to which the employees perceive that her work
is important and meaningful to those in the organization or
those outside of the organization.
4. Autonomy
The extent to which the employee is able to work on her
own free of supervision
5. Feedback
: The extent to which the work allows the employee to gain
a sense of how well the job responsibilities are being met.

3. 2. WHAT WORKERS NEED
: A number of important universal considerations in designing
work systems to ensure that workers are motivated, productive
and happy.
1. Changing demographics and lifestyles of the labor market
Employee expects their employer to understand their needs
and respect them as individuals. Worker needs will vary among
and between those of different age groups, genders, races,
religions, physical abilities, sexual orientations, and marital and
family status.
2. Work/life balance
Younger employees are far less loyal to their employers.
Organization must provide their employees with balance work.
For example stress management programs, physical health,
wellness program, flexible working hour.
3. Ensuring the employees has some form of representative, or
VOICE.
Highly skilled and trained workers want to make contribution
to the organization, and they expect the organization to listen
to their concerns. Work system need to be designed so
employees have sufficient voice to allow them to contribute
their perspective and expertise.

4. 4. Workplace safety
Dealing with hazardous product and unsafe physical may
dangerous to the employees. Organization should aware about
the safety of the employees. The employees who spend
significant amount of time at their desks with computer may
also be affected in long terms. Ergonomic design of worksites
needs to be implementing in design of job. Work system and
jobs need to be designed to be consistent with employee’s
physical abilities and allow them to perform their jobs without
any undue risks.
3. HOW JOBS INTERFACE WITH OTHER JOB
1. POOLED INTERDEPENDENCE
2. SEQUENTIAL INTERDEPENDENCE
3. RECIPROCAL INTERDEPENDENCE
KEY STRATEGIC CHALLENGE IN DESIGNING AND STAFFING JOBS
: Ensuring an OPTIMAL FIT between the needs of employees and the
needs of the organization.