Conscious

efforts to organize task, duties and responsibilities into a unit of work to achieve certain objectives

1.

The specification of individual tasks

2.

The specification of the method(s) of performing each task

The combination of tasks into a specific jobs to be assigned to an individual

3.

Feedback

Organizational factors Environmental factors Job design Productive and satisfying job

Behavior factors

 Characteristics

of task-Three elementsPlanning-Executing-Controlling- Integrated job Work flow Ergonomics

Work

practices-Set ways of performing works-Tradition or collective wish

 External

factors:
abilities and availability

Employee Social

and cultural expectations: Literacy and modern trends- design acc to employee expectations-International considerations

 Satisfaction

of human needs Higher level needs-High satisfaction Dimensions of higher level needs

Feedback Autonomy Use of abilities Variety

JOB ROTATION

JOB ENGINEERING

JOB ENLARGEMENT

JOB ENRICHMENT

SOCIOTECHNICAL SYSTEMS

 Impact

The degree to which a job design approach is linked with factors beyond immediate job: Vertical Axis

Reward systems Performance appraisal methods Leadership Customer needs Organizational design Working conditions Team composition and norms

 Complexity-The

degree to which a job design approach requires: Horizontal Axis

Individual involvement with diverse competencies at various organizational levels High level of decision-making competency for successful implementation

1.

2.

 Moving

employees from job to job-Similar skill requirements- to add variety Advantage: Reduces boredom and disinterest-Wide variety of skills- Flexible scheduling Disadvantages: Increased training costswork disruption due to time to adjustdemotivates intelligent and ambitious trainees Substituting one zero for another zeroHerzberg

 Focus

on: Tasks to be performed Methods to be used Lay out of the work place Performance standards Interdependencies among people and machines EXAMINATION- Time and Motion studies Specialization of labor

 Expansion

of the number of different tasks performed by an employee in a single job Addition of similar tasks How does it motivate?

Task variety Meaningful work modules Ability utilization Worker-paced control Performance Feedback

 Herzberg-Motivators
Adding

and Maintenance factors

few more motivators to a job to make it more rewarding creative-Decision-makingPlanning-Controlling powers

Challenging-More

DIRECT FEEDBACK

PERSONAL ACCOUNTABILITY

CLIENT RELATIONSHIP

DIRECT COMMUNICATION AUTHORITY

NEW LEARNING

CONTROL OVER RESOURCES

SCHEDULING OF WORK

UNIQUE EXPERIENCE

SOCIAL SYSTEM People with various competencies

ORGANI ZATION

TECHNICAL SYSTEM Tools Machines Techniques

GOODS AND SERVICES

ACCOMMODATING

DESIGN