Designing Jobs

1. Designing Jobs

2. Job Design • When an organization is trying to improve quality or efficiency, a review of work units and processes may require a fresh look at how jobs are designed. • Job designis the process of defining how work will be performed and what tasks will be required in a given job redesign. • Industrial engineeringlooks for the simplest way to structure work in order to maximize efficiency. • Most organizations combine industrial engineering with other approaches to job design.

3. Approaches to Job Design

4. Characteristics of a Motivating Job

5. Designing Jobs That Motivate • A pure focus on efficiency will not achieve human resource objectives. • Job design should take into account factors that make jobs motivating to employees. • Job Characteristic Model describes jobs in terms of five characteristics: • Skill variety • Task identity • Task significance • Autonomy • Feedback

6. Designing Jobs That Motivate • Job enlargement refers to the expansion of the number of different tasks performed by an employee in a single job. It attempts to add somewhat similar tasks to the existing job so that it has more variety and be more interesting. • Job rotation refers to moving employees from job to job to add variety and educe boredom by allowing them to perform a variety of tasks.

7. Designing Jobs That Motivate • Job enrichmentinvolves adding more motivators to a job and make it more rewarding. Job becomes enriched when it gives job-holder more decision – making, planning and controlling powers. It comes from the work of Frederick Herzberg. Characteristics of an Enriched Job • Direct Feedback • Client Relationship • New Learning • Scheduling Own Work • Unique Experience • Control Over Resources • Direct Communication Authority • Personal Accountability

8. Designing Jobs That Motivate • Self managing work teams have authority for an entire work process or segment. • Flexible work schedules offer alternatives to the 8-5 work job. • Flextime • Job sharing • Compressed workweek • Telework

9. Designing Jobs That Motivate Flexible Work Schedules Flextime Job Sharing A work option in which two part-time employees carry out the tasks associated with a single job. Enables an organization to attract or retain valued employees who want more time to attend school or take care of family matters. • A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization. • A work schedule that allows time for community and family interests can be extremely motivating.

10. Alternatives to the 8-to-5 Job

11. Designing Jobs That Motivate Telework • Telework – the broad term for doing one’s work away from a centrally located office. • Advantages to employers include: • less need for office space • greater flexibility to employees with special needs • Easiest to implement for managerial, professional, or sales jobs. • Difficult to set up for manufacturing workers.

12. Designing Jobs That Motivate

13. Designing Ergonomic Jobs • Ergonomics – the study of the interface between individuals’ physiology and the characteristics of the physical work environment. • The goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. • Redesigning work to make it more worker- friendly can lead to increased efficiencies.

14. Designing Jobs That Meet Mental Capabilities and Limitations • Just like the body, the mind too has capabilities and limitations. • There are several ways to simplify a job’s mental demands: • Limit the amount of information and memorization the job requires • Provide adequate lighting • Provide easy-to-understand displays • Provide simple-to-operate equipment • Provide clear instructions • A recent source of job complexity is the flood of e-mails received.

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