Job design involves determining the tasks, methods, and relationships of a job. It aims to increase motivation, productivity, and quality of work life. Key considerations in job design include critical job characteristics and matching individuals to jobs. Approaches to job design are scientific, contemporary individual, team, and ergonomic. Contemporary approaches include job rotation, enlargement, and enrichment to provide variety, challenge and responsibility. Job design impacts outcomes like absenteeism and turnover.

1. JOB DESIGNING

2. Job Design
• Process of determining the specific tasks
to be performed, the methods used in
performing these tasks, and how the job
relates to other work in the organization
• Job design results in a set of purpose,
task characteristics and task duties in a
given organizational settings based on a
set of unique organizational and personal
qualities.

3. Challenges in Job
Designing
• What are the critical characteristics of jobs
that organization should consider in the
design of job?
• How can organization determine which
individual are likely to respond most
favourably to different jobs?

4. Strategic purpose of Job
Design
• Increase Employee Motivation
• Increase productivity and Quality of
Work Life (QWL)
• Serve an alternative to promotion in
career development.
• Accommodate more woman into
traditionally male job.
• Make work more possible for older
individuals and physically challenged
person

5. Impact of Job Design
Job design will impact on Employee
motivation, Productivity and QWL with
the following characteristics;
• Negative: Boredom, absenteeism,
Sabotage, Employee Turnover etc.
• Positive: Feeling of greater
achievement, challenge, responsibility
and meaningfulness.

6. Impact of Job Design
Core Job
Characteristics
Critical Psychological
States
Outcomes
Skill Variety
Job Identity
Job Significance
Experiences meaningfulness
of the work
Less Absenteeism
Less Turnover
Autonomy Experiences responsibility
for outcomes of the work
High internal
motivation
Feedback from Job Knowledge of the actual
results of the work activities
High Quality of
performance

7. Job Design Approaches
• Scientific (Traditional):
Description of dimensions of the job to be
performed and the required worker
specifications.
• Contemporary (Individual):
Jobs designed to achieve high productivity
without incurring the human costs. The
common approaches are; Job rotation, job
enlargement and job enrichment.

8. Job Design Approaches
• Team Contemporary (Team):
Job designed for the team and all the members
contribute towards the job in collective and shared
manner. Team members requires multi-skills.
– Sections/ units in assembly lines,
– Project teams
• Ergonomics:
Design and shape the job to fit the physical abilities
and characteristics of individuals so they can perform
the job.

9. Job Design
• Job enrichment - Basic changes in the
content and level of responsibility of a
job, so as to provide greater challenge to
the worker
• Job enlargement - Changes in the scope
of a job to provide greater variety to the
worker
• Job Rotation: Moving an individual from
one job to another different job.

10. Job Design
• Job enrichment - Basic changes in the
content and level of responsibility of a
job, so as to provide greater challenge to
the worker
• Job enlargement - Changes in the scope
of a job to provide greater variety to the
worker
• Job Rotation: Moving an individual from
one job to another different job.