Module 2.
Job design
Chapter
Outline:
Job Design: Definition & Meaning
Methods: Work Simplification, Job Rotation, Job Enrichment, Job Enlargement,
Job….
Design…
Job is collection of task, duties, responsibilities, knowledge
etc. necessary to be performed to achieve organization objectives.
Design: Blue Print
◦Deciding in advance about the task and work arrangements
Job
Design
Job design refers to the way the task are combined to form a
complete job.
Job design is a process which integrates work content ( Tasks,
functions, relationships), the reward ( Extrinsic and intrinsic),
and the qualification required ( Skills, Knowledge, abilities) for
each job in a way that meet the needs of employees and
organisation.
Job
Design job may lead to increased employee well-being and may set the
• “A well-designed
stage for thriving, that is, when individuals surpass challenges at work and
personally grow from them”
• “A well-designed job leads to higher productivity and quality of work while also
leading to higher job satisfaction, lower absence, and lower employee turnover
intensions.
Job design receives attention
for three major reasons
• Influence performance
• Affects job satisfaction
• Impacts both physical and
mental satisfaction
Key components of job design
Skill variety
Depending on the responsibilities related to each position, a role
might require a diverse and unique array of skills. For example, even if
they're working in the same company, a marketing consultant and an
accountant both utilize different skill sets to accomplish their tasks.
Task identity
Task identity considers the extent of an individual's contribution to
a project. In general, jobs that involve deep involvement from the
beginning to the end of a project offer greater satisfaction for team
members. For example, an interior design company can benefit from
allowing its employees to work on the design and construction of a
complete house instead of only certain components.
Task significance
Task significance is how a company's employees
perceive their contributions as positively impacting
others. It can also correspond to an employee's role
having a meaningful, long-term impact. For example, a
position as an emergency room nurse might have high
task significance, as these professionals regularly care for
people with serious injuries and have a direct impact on
their wellbeing. Task significance can also refer to
employees perceiving their work as an important
contribution to the overall efforts of an organisation.
Autonomy
Autonomy refers to how much freedom employees have
when performing their duties. A high level of autonomy
might allow them to make decisions without consulting their
peers or superiors, which may boost their creativity.
Feedback
The last characteristic is the feedback that employees
receive about their performance. A professional can gain
input directly from the tasks they're involved in Feedback
can also come from external sources, such as customers,
peers and superiors.
Methods of Job
Design
1. Work
Simplificati n
o
Job simplification means that the variety and difficulty
of task performed by a single person are reduced.
Work
simplification
Jobs are broken down into very small parts where a
fragment called “task” is repeatedly done over and over
again by the same individual.
Advantages of Job simplification:-
◦ The productivity is high.
◦ Achieves specialization.
◦ Training cost to the organization is practically negligible.
◦ Employee therefore is paid higher rewards.
Job
Rotation Job rotation means
moving employees
from job to job to
give them greater
variety of tasks so
that to help
preventing boredom
• Advantages • Disadvantages
• It is an excellent means of broadening the • Job rotation leads to increase in
work experience of employees and also cost and decrease in productivity due to
development
turning specialists into generalists. movement of employees to new positions
when their efficiency on particular jobs
just
has resulted in organisations economies.
• It reduces boredom and monotony
and stimulates development of new ideas.
• It can demotivate intelligent and
trainees who seek specific responsibility in a
aggressive
• Since it permits greater understanding of chosen speciality.
other activities within the organisation,
people are prepared more rapidly to
assume greater responsibility especially at • It has limited impact on employee motivation and
other positions productivity.
Job Enlargement
The definition of job enlargement is adding additional activities within the
same level to an existing role. This means that a person will do more,
different activities in their current job.
Job
Enrichment Job enrichment is a
process that is
characterized by adding
dimensions to existing
jobs to make them more
motivating.
Increasing skill variety,
adding meaning to jobs,
creating autonomy, and
giving feedback.
Job design strategies
1. Job rotation
Job rotation involves regularly varying the
tasks you assign to employees. Employers
can also practise this strategy by rotating
their staff to different departments. In
addition to helping them develop new skills
and creating opportunities for career
advancement, introducing some variety in the
workplace can also increase motivation,
reduce boredom.
Impact of Technology on Job
design continuum from automation
Advancement in new technology complement non-
routine, cognitive, and social tasks, making work in such
tasks more productive.
Continuous learning new
skills Boundaryless jobs
New Trends in Job
Redesign
Some of the recent developments in job redesign are as under
1. Self Managed Teams
2. Job Sharing
3. Flexitime
4. Virtual Offices
5. Compressed work Week
6. Telecommutin
g
Job
Sharing
In this system, two employees, usually each a part-time, share a single job.
For example, one employee may work in the morning and other in the afternoons or
alternate days on the job. It serves a flexible arrangement for both the employer and
the employee.
Unique problems of supervising and coordinating two employees on the same job
may arise.
Flexitim
e
Under the system, every employee is allowed to decide his workday within
limits.
Everyone is scheduled to be present during the core period. But individuals are
free to choose starting and ending times outside the core period.
For Example, Suppose the core period is from 10 A.M. to 4 P.M. Some
employees may choose to start at 9 A.M. and leave at 5 P.M. others may choose
to start at 8 A.M. and Leave at 4 P.M. and so on.
Virtual
Offices
Companies are now allowing employees to work at alternative locations.
In telecommuting employees work via electronic computing and telecommunications
equipments. In hoteling arrangement employees are assigned work cubicles and carry
their nameplates with them. Some employees use the cubicle on some days and other
use the same on other days.
Compressed Work
Week
It is management of work hours that permits employees to fulfil their work
obligation in fewer days than the typical five day work week.
Employees work longer hours per day but fewer days per week.
Telecommuting Demerits
In this job approach 1. Risks of security and privacy.
employees work at hoe
and are linked to 2. Clientsmay not be comfortable with
workplace by the employees working from home
computers and modem.
Merits 3. May not work well where working together in a
team and using a pool of physical resources to
1. Lower Costs deliver results is essential.
2. Higher productivity 4. Unreliable power supply, lack of private working
space at home, constantly ringing door bell may
3. Employee satisfaction be constraints.
4. Employee retention 5. Lack of interaction with coworkers may create a
feeling of isolation.
XYZ Tech Solutions is a leading technology company
known for its innovative products and excellent
customer support. However, in recent years, the
Case customer support team has faced challenges in
maintaining high quality service while managing
Study increasing customer inquiries.
XYZ Tech Solutions employs a dedicated customer support team
responsible for handling customer inquiries via phone, email, and live chat.
Over the past year, the volume of customer inquiries has increased by 30%,
leading to longer response times and customer dissatisfaction.
Employee turnover in the customer support department has risen,
impacting the quality of the service.
Challenges
1. High Workload: Customer support agents were overwhelmed with a high volume of
inquiries, leading to stress and burnout.
2. Monotonous Tasks: The job was highly repetitive, with agents handling similar inquiries
repeatedly, causing monotony.
Approach:
XYZ Tech Solutions implemented a job design initiative to address these challenges
Job Redesign Strategies
1. Task Rotation: Customer support agents were given opportunities to handle different types of inquiries
to reduce monotony and develop a broader skill set.
2. Skill Enhancement: Agents were provided with additional training to improve their problem solving skills
and product knowledge.
3. Autonomy: Agents were given more autonomy to make decisions without supervisor approval for
common issues, improving response times.
4. FeedBack Mechanism: Regular feedback sessions were introduced to help agents learn from their
experience and continuously improve.
Results:
1. Reduced Workload: Task rotation and skill enhancement led to a more balanced workload for agents,
reducing stress and burnout.
2. Improved Job Satisfaction: Autonomy and skills development increased agents job satisfaction and
motivation.
3. Faster Response Times: Agents ability to handle inquiries independently resulted in a 20% reduction
in response times.
4. Lower Turnover: With improved job satisfaction, turnover in the customer support department
decreased by 15%.
Thank
you