Table Of Contents
JOB DESIGN
Meaning:
Job Design integrates work content (tasks, functions, relationships), the rewards
(Extrinsic and intrinsic) and the qualifications required (skills, knowledge, abilities) for each job in a way that meets the needs of employees and the organizations.
It involves an interaction between what the organizations need to be done in terms of activities and what a person would do. It creates a framework of the job along with the strategy of the organization.
Job Design involves three steps:
The specification of individual tasks.
The specification of the method(s) of performing each task
The combination of tasks into specific jobs to be assigned to the individuals.
Here, steps 1 and 3 determine the job content and step 2 indicates precisely how the job shall be performed. While designing a job, requirements of the organization and individual needs of the job holder must be considered. The key to successful job design lies in balancing the requirements of the organization and the jobholder
The design of jobs has a critical impact on organizations and employee objectives. From the organisation's perspective, the way tasks and responsibilities are grouped can affect productivity and costs. Jobs that are not satisfying or are too demanding may be difficult to fill. Boring jobs may lead to a high employee turnover. For an employee, motivation and satisfaction are affected by the match between the job factors (content, qualification and rewards) and personal needs. Therefore, thoughtful design of jobs can help both the organizations and its employees achieve their objectives.
Job & Role:
Job is unstructured; it is not person specific but organization specific. It re ...