3.3 Job Design and Redesign

Job design shapes work tasks to boost employee satisfaction and productivity. Key techniques include job enlargement, enrichment, and rotation, while the Job Characteristics Model identifies core dimensions that impact psychological states.

Various factors influence job design, from technology and organizational structure to employee characteristics and external pressures. Effective application involves job analysis, crafting initiatives, and creating growth opportunities, with ongoing evaluation to ensure success and alignment with organizational goals.

Job Design Fundamentals

Principles of job design

Top images from around the web for Principles of job design

• 

  Job rotation - Wikipedia View original

  Is this image relevant?

• 

  Job Design and Job Characteristics Theory | Introduction to Business View original

  Is this image relevant?

• 

  Work Components of Motivation | Organizational Behavior and Human Relations View original

  Is this image relevant?

• 

  Job rotation - Wikipedia View original

  Is this image relevant?

• 

  Job Design and Job Characteristics Theory | Introduction to Business View original

  Is this image relevant?

1 of 3

Top images from around the web for Principles of job design

• 

  Job rotation - Wikipedia View original

  Is this image relevant?

• 

  Job Design and Job Characteristics Theory | Introduction to Business View original

  Is this image relevant?

• 

  Work Components of Motivation | Organizational Behavior and Human Relations View original

  Is this image relevant?

• 

  Job rotation - Wikipedia View original

  Is this image relevant?

• 

  Job Design and Job Characteristics Theory | Introduction to Business View original

  Is this image relevant?

1 of 3

• Job design structures work tasks and responsibilities aiming to boost employee satisfaction, motivation, and productivity
• Job enlargement horizontally expands duties increasing task variety without adding higher-level responsibilities (assembly line worker performing multiple steps)
• Job enrichment vertically expands duties adding challenging tasks and increasing autonomy (customer service rep handling complex complaints)
• Job rotation systematically moves employees between different jobs enhancing skill variety and reducing monotony (bank teller rotating through different departments)
• Hackman and Oldham's Job Characteristics Model identifies five core job dimensions: skill variety, task identity, task significance, autonomy, feedback leading to critical psychological states: experienced meaningfulness, responsibility, knowledge of results
• Sociotechnical systems theory emphasizes interaction between social and technical aspects of work balancing human needs with technological requirements

Factors influencing job design

• Technology impacts task allocation through automation and digitalization affecting job flexibility (remote work capabilities)
• Organizational structure influences job autonomy and task specialization (hierarchical vs flat structures)
• Employee characteristics shape job design including skills, competencies, preferences, work styles, and career goals
• External factors like industry trends and legal requirements affect job design (competitive pressures, regulatory compliance)
• Organizational culture shapes job expectations through values, norms, and communication patterns
• Work environment impacts job interactions and task design (office layout, safety considerations)

Application of job design techniques

• Conduct job analysis to understand current roles and responsibilities identifying improvement areas
• Implement job crafting initiatives allowing employees to reshape roles within organizational constraints
• Design jobs with optimal challenge levels and skill utilization aligning with team and organizational objectives
• Incorporate flexibility in work arrangements (flextime, remote work, compressed workweeks)
• Create clear career paths and growth opportunities within job roles
• Implement cross-functional projects enhancing skill development
• Utilize job sharing or part-time arrangements when appropriate
• Develop mentoring or coaching components within job designs

Evaluation of job redesign efforts

• Establish key performance indicators for job redesign initiatives measuring success
• Conduct pre- and post-redesign surveys assessing employee satisfaction
• Monitor productivity metrics to gauge impact on performance
• Analyze turnover rates and reasons for employee departures identifying trends
• Gather feedback through focus groups or one-on-one interviews for qualitative insights
• Assess alignment of redesigned jobs with organizational strategy ensuring cohesion
• Evaluate impact on team dynamics and collaboration observing changes in work relationships
• Review customer satisfaction data for roles with external interactions measuring service quality
• Conduct cost-benefit analysis of job redesign efforts determining ROI
• Implement continuous improvement processes for ongoing job refinement
• Adjust job designs based on technological advancements or market changes ensuring relevance
• Consider scalability of successful job redesign approaches for wider implementation