Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
2. Definition
Job is the description of contents, approaches and
association of jobs in order to fulfill technical and
organizational necessities as well as the social and
personal requirements of the jobholder.
3. Theory
The crucial contributions for a strong job design are a duty,
incentive, resource allocation and a compensation system.
Taylorism, or scientific management, is the original job
design theory. It pressures stabilization of tasks and proper
training of workers to manage the tasks for which they are
accountable.
4. Importance
If the jobs are designed appropriately, then highly efficient
managers will join the organization. They will be motivated
to improve the efficiency and profitability of the
organization. However, if the jobs are designed poorly, then
it will result in absenteeism, high labor turnover, conflicts,
and other labor problems.
5. Job Design Approaches
• Job Enlargement
• Job Enrichment
• Job Simplification
• Job Rotation
• Quality of Work Life
• Job Analysis
6. Job Design Steps
• What tasks are required to be done?
• What tasks is a part of the job?
• How are tasks preformed?
• What sequence or preforming these tasks?
• What amount of tasks are required to be done?
