प्रश्न — किसी संगठन के लिये जॉब डिजाइन मह्त्वपूर्ण क्यों है? The larger an organization grows, the more need there is for formal structure, defined work assignments, and clear lines of authority. All skill varieties, that is conceptual, technical, human, and business being adequately acquired by the employees through job enrichment, they feel satisfied and expect future growth and development. Good and design helps improve communication, increase productivity, and inspire innovation. While preparing goals, the past feedback of the employees in context on the task accomplishment and satisfaction should be given due consideration. Through vertical expansion of jobs, job enrichment expands the scope of jobs and employees feel more motivated and self-sufficient.
Classical theory was expounded in early writings of Max Weber and Henri Fayol. Is it based on market price? For example, Fredrick Herzberg developed the Two Factor Theory: Hygiene Factors and Motivational Factors Globalization and new technology continue to change what work we do and the way that we work. This benefits the company by minimizing employee mistakes and taking advantage of his most productive hours. There are various steps involved in job design that follow a logical sequence, those that were mentioned earlier on. Within organizations, such an arrangement can be made by making the work design more specific and measurable for the pricing of jobs and fixing of responsibility. Job design is important for an organization to perform the organizational activities in the most efficient and effective manner. In this case, job analysis can be useful in forming the business case for reorganization and the eventual restructuring.
If the classification is not perceived as being fair, it can create frustration and conflict. No other post holder had the level of responsibility, experience or qualifications required to carry out these roles. W Taylor with his well known Scientific Management Theory. Adequate availability of potential manpower 6. Job design is a continuous and ever evolving process that is aimed at helping employees make adjustments with the changes in the workplace. Inculcating a sense of autonomy in workers requires organizational indulgence to allow them to commit mistakes. Observe employees while they do their jobs.
Having on his soul, the passion to be the Virtuoso of the enumerated aspects of commerce, Dipesh Aggarwal is indulged in the constant process of absorbing the maximum from the infinite knowledge pool available. Job analyses support your workforce planning and development strategy and are important for long-range human resources management. Changes to the nature of work, and how work and jobs impact people, highlight the need to investigate novel approaches to the design of work. Jobs and assigned to employees on the basis of specialization so that the productivity can be improved through work specialization. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of one's work. For example, an accountant responsible to collect cash can be assigned to deposit cash in bank, preparing salary sheet, etc.
Benjamin obtained a Bachelor of Science in social psychology from the University of Kent, England, as well as a Master of Business Administration from San Diego State University. Adequate availability of potential personnel 6. This will require her to perform a job analysis, which is a process used to determine knowledge, skills and abilities, as well as the duties necessary to successfully perform a job. Three months ago, they created the post of a 'chief ethics officer', whose job is to keep a check on any kind of fraudulent behaviour. Thus, an appropriate job fit may be achieved. They, on their own, select a leader to guide the group.
For example, job of an employee working 40 hours in 5 days a week working 8 hours a day can be rescheduled as a 40 hours in 4 days working 10 hours a day. Often, I see little more than a traditional hierarchy flattening out, perhaps broadening into a in parts of the organization. Job specifications are the minimum qualifications required in order for a person to fill a position. To grab the business opportunities from the competitive market, organizations must change their products, technology, way of doing things, etc. Factors Affecting Job Design The guidelines influencing or factors affecting job design are depicted below.
With technology advancing rapidly and a stronger emphasis being placed on well-being, many employees look for an environment that can also be stimulating, with break out spaces and standing desks, for example, moving higher up people's desires. Behavioral Approach: Effectiveness of jobs depends on the behavior of employees toward that job. Flexible working hours is a massively popular incentive in a job and workplaces that offer this tend to create an employee-centric feel, where staff feel like they are valued, trusted and are recognised for having a life beyond the office. Job Enrichment : Job enrichment is another important process of job design or redesign, which reverses the effects of repetitive tasks. The total indicated the value of the individual jobs Table 2. They have explored job enlargement, enrichment and relationships for providing job satisfaction and improving work performance. Job design provides the basic information for designing the organizational structure.
Job content: Job content defines the general nature of the task, which includes task variety, identity, significance, autonomy and complexity. Perhaps immorality is part of the quest. A job consists of a group of activities and tasks that an organization must perform in order for it to accomplish its goals. But level or position of employees remains same. Outsourcing has relocated low skilled and semi skilled manufacturing to developing economies whilst in developed economies the majority of the labour market are employed in the services sector. They need to be improved and empowered.
The unambiguous job responsibilities and tasks motivate them to work harder and give their best output. It determines the number of jobs available in an organization. These characteristics are in stark contrast to conditions in a traditional organization, where subordinates are guarded and negative about the organization, do not feel sufficient trust to communicate openly with those of higher status, and are not permitted to participate in decision-making. Effectiveness is related to the achievement of objectives. Thus, job design as a quality of work life is concerned with the product, process, tools and techniques, design, plant layout, work measurement, standard operating procedures, human process, machine interaction and other activities related to job performance.
It is done to determine the hindrances in performing job-related tasks and duties and investigate why an employee is not able to deliver the expected output. Here are some of the stories I have come across recently — if you have experienced anything similar or have different insights, it would be useful to hear them in the coming week. Job Enlargement : Job enlargement is the horizontal expansion of jobs and it involves the grouping of a variety of jobs within a job rather than between jobs. It may be done by rotating, enriching, enlarging and engineering the job. Jobs can be designed for the autonomous team. Research on Employee motivation contains considerable evidence that job design can influence satisfaction, motivation and job performance. This further increases the work efficiency.