Job design integrates work content, rewards, and qualifications to meet employee and organizational needs. It includes traditional scientific management approaches as well as motivational design using core job characteristics like skill variety and autonomy. Mechanisms of job design include job simplification, rotation, enlargement, and enrichment. Job enrichment focuses on depth while enlargement adds tasks. Employee empowerment gives means, ability and authority through approaches like allowing more control. Quality of work life programs aim to satisfy personal needs through flexibility, autonomous work groups, and participation to increase job involvement, competence, and satisfaction.

2.  Job design integrates work content, rewards and the
qualifications required for each job in a way that meets
the needs of employees and the organization.

3. Traditional Job design
 Taylors’ scientific management
1. Time study
2. Motion study
3. Fatigue study

4. Motivational Job Design
 Core job characteristics
Skill variety, Task identity, Task significance
Autonomy, Feedback
 Psychological characteristics
Meaningfulness, Responsibility, Knowledge of result
 Personal and work outcomes
MPS = skill variety + task identity + task significance
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5. Mechanism of Job Design
No of Variety of task of Variety of tasks of
Tasks similar nature different nature
Few tasks of similar Few tasks of different
nature nature
Task complexity

6.  Job Simplification
 Job Rotation
 Job Enlargement

7. Job Enrichment
Job Enrichment Job Enrichment + Job
Focus of Enlargement
Depth
Routine Job Job Enlargement
No. of Task

8. Difference b/w enlargement and
enrichment is based upon
 Nature of job
 Objective
 Skill Requirement
 Direction and Control
Benefits
Limitation

9.  To give the means, ability and authority
Various approaches:
1. Helping
2. Allowing more control
3. Providing success role model
4. Social role model

10. Empowerment process
 Recalling Depowering and empowering experiences
 Discussing reasons for depowerment
 Choosing one issue at a time
 Identifying potential power bases
 Developing and implementing action plans

11. Barriers of empowerment
 Organizational structure
 Tight control system
 Inadequate delegation of authority

12.  Degree to which members of an organization are able
to satisfy important personal needs through their
experiences in the organization

13. Common approaches
1. Flexibility in work schedule
2. Autonomous Work Group
3. Job Enrichment
4. Opportunity for growth
5. Participation
6. communication

14. Effects of QWL
 Job involvement
 Sense of competence
 Job satisfaction
 Job performance and productivity

15.  The amount of pleasure associated with a job

16. Determinants of job satisfaction
 Individual factors
level of education, age
 Nature of job
occupational level, job content
 Situational variables
fair rewards, opportunity, working environment

17. Effects of Job Satisfaction
 Physical and mental health
 Productivity
 Absenteeism
 Employee turnover

18. THANK YOU