Job design involves organizing tasks, duties, and responsibilities into work units to achieve organizational objectives like greater job satisfaction, performance, and profitability. Techniques for job design include specialization, job enlargement, job enrichment, job rotation, and work teams. Factors that influence job design are organizational structure, environmental considerations, and employee behavior and abilities. For example, Amit's job was redesigned through job enrichment by giving him autonomy over sales scheduling and targets, and through job enlargement by expanding his role to include guiding unsatisfied customers. When done effectively, job design can increase employee satisfaction, which benefits the organization.

1. Job Design
Pradeep
Singha

2. Job Design
Job design involves conscious efforts to
organize
task, duties and responsibilities in to a unit of
work
to achieve certain objectives. Job design
Easierjob design new jobs than redesign
follows to
existing
analysis.
jobs.

3. OBJECTIVES OF THE ORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability

4. Techniques of Job Design
Individual Design Options Group Design Options
WORK SIMPLIFICATION WORK TEAMS
Large task that is completed by
JOB ROTATION
a group of specific task
Rotating from job to job
Assignments.
within an organization.
JOB ENLARGEMENT
Adding more tasks to the Job Design AUTONOMOUS WORK
job: Horizontal Loading Techniques GROUPS
Work teams are given a goal to
JOB ENRICHMENT achieve and the control over
Making jobs more its accomplishment.
meaningful and
Challenging: Vertical
Loading

5. Factors Affecting Job Design
Organizational Factor
Environmental Factor
Behavioral Factor

6. Organizational Factor
 Work flow
 Ergonomics
 Work practices

7. Environmental Factor
 Employee Abilities and Availability
 Social and Cultural Expectation

8. Behavioral Factor
 Feedback
 Use of abilities
 Variety

9. Common Techniques
Specialization
Job enlargement
Job enrichment
Job rotation

10. Job specialization
 Involves
Breaking jobs into small component parts.
Assigning specialists to do each part.
Found in manufacturing & service industries.
 Advantages  Disadvantages
More efficient  Less flexibility
Lower training costs  Repetitive, boring tasks
People learn jobs more  Meaningless, monotonous
quickly work
Better person/job  High job dissatisfaction
matching  No opportunity to develop
and acquire new skills

11. Job Rotation
Rotating people periodically from job to job
Reduces boredom, increases flexibility
Helps minimize repetitive strain injuries
Can have some process loss

12. Job Enrichment Strategies
 Empowering employees
giving employees more autonomy
feeling of control and self-efficacy
 Forming natural work units
completing an entire task
assigning employees to specific clients
 Establishing client relationships
employees put in direct contact with clients

13. Current Trends in Job Design
 Flextime
 Compressed Workweek
 Job Sharing
 Telecommuting

14. CASE

15. Amit’s Duties and Responsibilities
BASIC DUTIES
 Scheduling his sub -
ordinate salesmen for
sales.
 Making Reports of Sales
 Listening to consumer
responses and feedbacks
and forwarding them to the
seniors.

16. New Job Designed
Job Enrichment
Scheduling his sub-ordinate salesmen
+
Target was given to him with adequate powers to
achieve it

17. New Job Designed
Job Enlargement
Listening to consumer responses and feedbacks and
forwarding them to the seniors.
+
Trained to guide and suggest unsatisfied consumers.

18. Employee Satisfaction is Organization’s
Success