3.Job Design – Meaning, Importance and Methods

 

Job Design – Meaning, Importance and Methods

It is believed that a well designed job motivates the employees for higher level of performance. Poorly designed jobs often result in boredom and employee frustration, high turnover, reduced motivation, low level of productivity and increase in operating cost. To avoid such negative consequences, the jobs have to be designed systematically and scientifically

Thus, job design is a systematic process of organizing work into the tasks required to perform a specific job. It defines the contents and the way the tasks are combined to complete a job. Job design integrates the tasks, function and relationship in order to achieve certain organizational objectives. It is a logical sequence of job analysis which provides job-related data and skill requirement of the incumbent. There are three important influences of job design, they are- work flow analysis, business strategy and organizational structure.

5 components of job design

Some managers rely on a style of job design that emphasizes five key job characteristics when creating or recreating a position. Using these characteristics can help increase employee satisfaction and motivation within a new role or when receiving extra responsibilities. The five characteristics include:

1. Skill variety: This refers to how many skills a specific job requires. Positions that have a larger skill variety are more likely to positively challenge employees and encourage them to gain more competence in specific areas.

2. Feedback: Feedback is the information that employees receive in relation to their effectiveness within a role. Feedback comes from both the work itself and external factors, such as customer satisfaction.

3. Task identity: Task identity refers to whether a person completes an entire piece of work or contributes to only a piece of it. Jobs that allow employees to complete whole pieces of work or objectives are often more rewarding for employees than participating in only a part of it.

4. Autonomy: Autonomy is how much freedom and independence an employee has in their position. Increased autonomy may lead to the employee feeling more responsible for their tasks.

5. Task significance: Task significance refers to how the job may impact others within or outside the company. When an employee feels their work affects others, they may feel more motivated and satisfied within their role.

A brief description of steps in job design are as follows:

1. Specification of tasks: This is the first step of job design under which the individual task is specified. It means different tasks to be included in a job are categorized and specified.
2. Combination of task: After specifying the individual tasks to be included in a job, they are combined into a group and assigned to individual employee or group for performance.
3. Specification of method: Under this step, different methods of performance of each tasks are identified and determined.

Importance of Job Design:

1. Increased productivity: Job design can increase productivity by making jobs more efficient and effective. Well-designed jobs ensure that employees are equipped with the necessary resources and tools to complete their work effectively.

2. Improved job satisfaction: Job design plays a critical role in job satisfaction. Jobs that are designed to be challenging, fulfilling, and meaningful are more likely to lead to job satisfaction, which in turn reduces employee turnover and absenteeism.

3. Enhanced organizational performance: Job design can lead to improved organizational performance by enabling organizations to operate more efficiently, reduce errors, and increase productivity.

4. Better employee engagement: A well-designed job can lead to better employee engagement by enabling employees to be more involved in the work they perform.

5. Employee retention: Job design can improve employee retention by creating an environment that is conducive to employee satisfaction and engagement.

How job design can help with organization

Job design can help foster organization within a company in many ways. One way is that it creates a clear and effective communication process throughout the company. Managers clearly define tasks and form them into natural work units to organize duties. Another way job design helps with organization within a business is through the creation of new tasks for jobs that are related to a person's physical abilities and traits, which can keep jobs organized according to employee skills.

Benefits of Job Design:

1. Increased job satisfaction: A well-designed job can lead to increased job satisfaction. Employees who are satisfied with their job are more likely to be engaged and productive.

2. Improved employee well-being: A well-designed job can lead to improved employee well-being. Employees who are not overwhelmed with work or stress are less likely to be absent and are more productive.

3. Better employee performance: Job design can lead to better employee performance by enabling employees to perform their tasks more efficiently, which leads to improved productivity.

4. Reduced employee turnover: A well-designed job can lead to reduced employee turnover by creating an environment that is conducive to employee satisfaction and engagement.

5. Increased organizational performance: Job design can lead to increased organizational performance by enabling organizations to operate more efficiently, reduce errors, and increase productivity.

Methods of Job Design

1. Job Simplification: Job simplification is the process of breaking down complex tasks into simpler, more manageable tasks. This method is suitable for jobs that require repetitive and straightforward tasks. By simplifying the job, the organization can increase efficiency and productivity while reducing the risk of errors.

2. Job Rotation: Job rotation involves rotating employees through different jobs within the organization. This method is suitable for employees who need to learn new skills and gain experience in various areas. Job rotation can also reduce the risk of boredom and burnout, leading to increased job satisfaction and engagement.

3. Job Enlargement: Job enlargement involves increasing the number of tasks and responsibilities associated with a job. This method is suitable for employees who require a broader range of skills and knowledge to perform their work effectively. Job enlargement can increase employee satisfaction by offering more challenging and meaningful work.

4. Job Enrichment: Job enrichment involves providing employees with more autonomy and decision-making power. This method is suitable for employees who require more responsibility and control over their work. Job enrichment can increase employee engagement and job satisfaction by providing a greater sense of purpose and accomplishment.

5. Work Teams: Work teams involve groups of employees working together to accomplish specific tasks or projects. This method is suitable for jobs that require collaboration and teamwork. Work teams can increase employee motivation and productivity by providing a sense of belonging and shared responsibility.

6. Flexibility: Flexibility involves giving employees the freedom to adjust their work schedule or location to suit their needs. This method is suitable for jobs that can be performed remotely or on a flexible schedule. Flexibility can increase employee satisfaction and work-life balance by providing a greater sense of control and autonomy.

Approaches to Job design

Conclusion

Job design refers to the process of organizing work into specific tasks required to perform a particular job. The purpose of job design is to integrate tasks, functions, and relationships to achieve organizational objectives. There are three critical influences of job design, including work flow analysis, business strategy, and organizational structure. A well-designed job can lead to increased productivity, job satisfaction, employee engagement, and organizational performance. The five key job characteristics include skill variety, feedback, task identity, autonomy, and task significance. The four methods of job design include job simplification, job rotation, job enlargement, job enrichment, and work teams. By using these methods, organizations can create jobs that are fulfilling, challenging, and meaningful for employees.

References,

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.

Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321-1339.

Parker, S. K., & Axtell, C. M. (2001). Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Academy of Management Journal, 44(6), 1085-1100.

Weber, L. A., & Weber, J. E. (2013). Job design. In S. G. Rogelberg (Ed.), The SAGE encyclopedia of industrial and organizational psychology (Vol. 1, pp. 562-566). Sage.