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Job Design Approaches and Methods

Job design involves specifying the content, methods, and conditions of a job. It includes determining what tasks will be performed, who will perform them, how tasks will be completed, and where tasks will take place. Specialization simplifies training but can result in monotonous work and limited opportunities. Behavioral approaches like job enlargement, job rotation, and job enrichment aim to address these issues. Methods analysis involves analyzing work processes to identify improvements by reducing unnecessary motions and fatigue. Teams, incentive pay systems, and addressing motivation and trust can also impact job design success.

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Rachna Roomi
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104 views20 pages

Job Design Approaches and Methods

Job design involves specifying the content, methods, and conditions of a job. It includes determining what tasks will be performed, who will perform them, how tasks will be completed, and where tasks will take place. Specialization simplifies training but can result in monotonous work and limited opportunities. Behavioral approaches like job enlargement, job rotation, and job enrichment aim to address these issues. Methods analysis involves analyzing work processes to identify improvements by reducing unnecessary motions and fatigue. Teams, incentive pay systems, and addressing motivation and trust can also impact job design success.

Uploaded by

Rachna Roomi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Job Design

 Job design involves specifying the content and methods of job


     What will be done Who will do the job How the job will be done Where the job will be done Ergonomics: Incorporation of human factors in the design of the workplace

7-1

Design of Work Systems


 Specialization  Behavioral Approaches to Job Design  Teams  Methods Analysis  Motions Study  Working conditions

7-2

Job Design Success


Successful Job Design must be:
 Carried out by experienced personnel with the necessary training and background  Consistent with the goals of the organization  In written form  Understood and agreed to by both management and employees
7-3

Specialization in Business: Advantages


Table 7.1

For Labor: 1. Simplifies training 1. Low education and


2. High productivity 3. Low wage costs skill requirements 2. Minimum responsibilities 3. Little mental effort needed

For Management:

7-4

Disadvantages
Table 7.1

ForManagement:
1. Difficult to motivate quality

ForLabor:
1. Monotonous work

2. Limited opportunities for advancement 2. Worker dissatisfaction, possibly resulting in 3. Little control over work absenteeism, high 4. Little opportunity for turnover, disruptive self-fulfillment tactics, poor attention to quality
7-5

Behavioral Approaches to Job Design


 Job Enlargement


Giving a worker a larger portion of the total task by horizontal loading Workers periodically exchange jobs Increasing responsibility for planning and coordination tasks, by vertical loading

 Job Rotation


 Job Enrichment


7-6

Motivation and Trust


 Motivation
 Influences quality and productivity  Contributes to work environment

 Trust
 Influences productivity and employeemanagement relations

7-7

Teams
 Benefits of teams
 Higher quality  Higher productivity  Greater worker satisfaction

 Self-directed teams
 Groups of empowered to make certain changes in their work process

7-8

Methods Analysis
 Methods analysis
 Analyzing how a job gets done  Begins with overall analysis  Moves to specific details

7-9

Methods Analysis
The need for methods analysis can come from a number of different sources:

 Changes in tools and equipment  Changes in product design or new products  Changes in materials or procedures  Other factors (e.g. accidents, quality problems)
7-10

Methods Analysis Procedure


[Link] the operation to be studied [Link] employee input [Link] and document current method [Link] the job [Link] new methods [Link] new methods [Link]-up to ensure improvements have been achieved
7-11

Selecting an Operation
 Selecting a job to study consider:
       High labor content Done frequently Unsafe Tiring Unpleasant Noisy Designated problem

7-12

Analyzing the Job


 Flow process chart
 Chart used to examine the overall sequence of an operation by focusing on movements of the operator or flow of materials

 Worker-machine chart
 Chart used to determine portions of a work cycle during which an operator and equipment are busy or idle

7-13

Motion Study
Motion study is the systematic study of the human motions used to perform an operation.

7-14

Developing Work Methods


1. Eliminate unnecessary motions 2. Combine activities 3. Reduce fatigue 4. Improve the arrangement of the workplace 5. Improve the design of tools and equipment

7-15

Work Measurement
 Work measurement: Determining how long it should take to do a job.
 Standard time  Stopwatch time study  Historical times  Predetermined data  Work Sampling

7-16

Compensation
 Time-based system
 Compensation based on time an employee has worked during a pay period

 Output-based (incentive) system


 Compensation based on the amount of output an employee produces during a pay period

7-17

Form of Incentive Plan


 Accurate  Easy to apply  Consistent  Easy to understand  Fair

7-18

Compensation
 Individual Incentive Plans  Group Incentive Plans  Knowledge-Based Pay System  Management Compensation

7-19

THANK YOU

7-20

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