Download to read offline
More Related Content
Work redesign
- 1. WORK REDESIGN J. MariaAndria Crescilda II MSW – HRM Department of Social Work (SFS) Madras Christian College Staff Advisor Dr. Sankaranarayanan Asst. Professor Department of Social Work (SFS) Madras Christian College
- 2. INTRODUCTION Restructuring the elementsincluding tasks, duties and responsibilities of a specific job in order to make it more encouraging and inspiring for the employees or workers is known as job or work redesigning. It is the process of determining what is currently happening within the position, what should happen in the future and implementing any necessary changes to bridge the gap.
- 3. OBJECTIVES • To placethe right person in the right job. • To improve the fit between individual skills and the demands of the job. • To get maximum output while increasing the employee’s level of satisfaction.
- 4. INTERDISCIPLINARY PERSPECTIVES ON JOBREDESIGN MODEL DISCIPLINARY BASE ILLUSTRATIVE RECOMMENDATIONS TYPICAL BENEFITS TYPICAL COSTS Mechanistic Industrial engineering Specialisation Simplification Repetition Efficiency Easier staffing Reduced training Decreased satisfaction Decreased motivaton Motivational Organisational psychology Variety Participation Autonomy Satisfaction Intrinsic motivation Retention Customer service Training errors Stress Perceptual Human factors experimental psychology Reduce information- processing requirements Reduced errors Fewer accidents Less mental overload Boredom Monotony Biological Ergonomics Medical sciences Reduce physical requirements Reduce environmental stressors Physical comfort Reduced physical stress Reduced fatigue Financial costs Inactivity
- 5. PROCESS OF WORKREDESIGN • Recollecting and revising job-related information to determine the inconsistency between the person and the jobREVISING THE JOB CONTENT • Analysing the discrepancies to determine the hindrances in performing job-related tasks and duties and also investigate why an employee is not able to deliver the expected output ANALYSING JOB-RELATED INFORMATION • Amending the job content to design a job in such a manner that encourages employees to work harder and perform betterALTERING THE JOB ELEMENTS • Reformation of job description and specification to make sure that the worker placed at a particular place is able to deliver what is expected of him REFORMING JOB DESCRIPTION AND SPECIFICATION • Relocation of new or altered tasks by rotating, enriching, enlarging and engineering the job to motivate the performers while increasing their satisfaction level RESHUFFLING THE JOB-RELATED TASKS AND DUTIES
- 6. ADVANTAGES OF WORKDESIGN Enhances the quality of work-life Increases workplace satisfaction Increases organization’s and employees’ productivity Brings the sense of belongingness in employees Creates a right person – job fit Increases employee retention
- 7. OBSTACLES OF WORKREDESIGN Long-term effects may differ from short-term effects New jobs need to be created as part of growth or downsizing Job enlargement can occur without job enrichment Individual differences complicate job redesign Difficult to predict the nature of the job before it exists Difficulty in choosing an appropriate unit of analysis Trade-offs between different work- design approaches Influences multiple outcomes
- 8. CONCLUSION There are advantagesas well as obstacles in implementing work redesign. The pitfalls can be avoided and job redesign can be implemented successfully as a structural intervention by the practitioners for organizational development.
- 9.