Importance of Job Design

Job design is the allocation of work tasks to an individual in an organization that describes what the worker does, how they do it, and why they do it.

Importance and Benefits of Job Design

Figure 1 : Various techniques and approaches to job design (Source: SketchBubble, 2021)

Job design affects the high level of performance, motivation and employee satisfaction. Job design is an important part of human resource management due to the following facts (MBA Knowledge Base, 2021).

Organizational Design: It describes the contents and processes used to complete tasks at the company and aids in determining the need and requirements of organizational structure.

Structure of Competent Employee – It helps to choose the suitable candidates for the job to perform well as it provides the job-related data and information on skills, knowledge and ability.

Motivation and Commitment of Employees: Employees are motivated to perform better because they have challenging and interesting work that pays them well. This improves workplace efficiency and employee satisfaction.

Adaptation to the Environment: A systematic job design approach tries to meet the changes in the organizational environment as it depends on the changes in the dynamic environment.

Relationship between employers and employees: The relationship between employees and management depends on a well-prepared job design or a poorly-prepared job design.

Workplace Safety: The quality and safety of work directly affect the strong levels of enthusiasm at work, as well as a positive change in their attitudes and beliefs.

Productivity in the Workplace: The performance of the company will be increased as a result of efficient task performance.

Techniques of job design 

There are three techniques of job design to increase motivation and the potential of the job (Hackman & Oldham, 1975). 

Job Rotation: It is a process of transferring workers from one job to another in this practice. Organizations can see considerably higher levels of productivity, quality, and motivation by rotating jobs. 

Job Enlargement: Adding tasks to the existing job is called "job enlargement." Allocation of additional tasks helps to improve the job efficiency, flexibility, and skill variety of employees. 

Job Enrichment: Job enrichment allows employees to take on more responsibility for their work with accountability for performance results.

Job characteristics model 

According to Hackman and Oldham (1975), the job characteristics model focused on five structural characteristics of jobs. 

Skill variety: the employee uses different skills and talents to complete the job.

Task identity: the extent to which an employee identifies measurable job results and has the opportunity to complete job components from start to finish.

Task significance: The job's impact on the employee and other members of the organization.

Autonomy: The employees have the ability to make their own decisions instead of following the instructions of the supervisors, as this offers the employee freedom and independence.

Feedback: To measure personal effectiveness, the employee can learn about the impact of his or her behaviors on outcomes. 

Autonomy and feedback are the most important characteristics when comparing others, as they directly affect the positive enrichment of the job. 

Issues in Job Design

Job design is a systematic organization of job-related tasks, responsibilities, functions and duties. While designing jobs in organizations, a lot of current challenges have recently surfaced (Management Study Guide, 2021).

Telecommuting / Work from Home - Because of the simplicity and convenience connected with it, the concept of a virtual office is becoming increasingly popular. It allows employees to work from home and manage their job tasks and functions without having to be physically present at the office. But the unavailability of communicating with other employees and forming connections with them and having to deal only with machines are some of the disadvantages of this method, as it reduces the creativity and improvement of abilities.

Working HoursFlexibility: allows employees to work according to the timing that suits them best. But the unavailability of communicating with other employees and forming connections with them was identified as a bad result of this method.

Task Revision: Task revision is rare in the workplace, as this form of resistance is often viewed as unacceptable by both managers and employees.

Conclusion

Job design is a key factor in improving employee job satisfaction, motivating workers, and ultimately increasing employee performance and productivity. Job design has advantages for both the organization and the employees, like increased productivity and efficiency, effective teamwork, and effective talent management for the organization, and opportunities for personal and professional development and increased job satisfaction for the employees.

References

Hackman, J. R. & Oldham, R. G. (1975). Development of the job diagnostic survey. JournalApplied Psychology, Volume 60, pp. 159-70.

Management study guide (2021). Management study guide. [Online] Available from: https://www.managementstudyguide.com/job-classification.htm
[Accessed 08 December 2021].

MBA Knowledge Base (2021). MBA Knowledge Base. [Online] Available from: https://www.mbaknol.com/human-resource-management/job-design/
[Accessed 08 December 2021].

 SketchBubble (2021). Various techniques and approaches to job design. [Online]  Available from:  https://www.sketchbubble.com/en/presentation-job-design.html [Accessed 08 December 2021].

 

  

Comments

  1. Vishwa Gunarathna8 December 2021 at 03:37

    Job design is important as it is the process of ensuring that the job is up to date and relevant to the employee. The main goal here is to reduce dissatisfaction when performing daily tasks right ?

    ReplyDelete
    Replies
    1. Lasanthi Yaparatne8 December 2021 at 07:31

      As I mentioned above, job design is really important for the high level of performance, motivation and employee satisfaction. Employees who are satisfied about their job, motivated to do their best for the achievement of their job performance.

      Delete
    2. Lasanthi Yaparatne8 December 2021 at 07:37

      Therefore I have discussed the relationship between the job design and the facts of reducing the job dissatisfaction too. Thank you for your clarification.

      Delete
  2. Prabath8 December 2021 at 07:39

    The job design–learning mechanism has yet to be established in relation to employee innovation, the individual-level process by which new ideas are generated, promoted, and implemented within organizations [Kanter, 1988, status Rank et al., 2004] good article and you make it so clear thanks for shearing .

    ReplyDelete
  3. ARSHAD MBA8 December 2021 at 08:09

    Lasanthi, Once the JD is provided to the Employee , they will be functioning in a proper mind set which will not create an un wanted situation with the Superiors. it will make the smooth operation in departments.

    ReplyDelete
  4. Steffni_D8 December 2021 at 08:17

    Job design entails determining the specific tasks and responsibilities that employees will undertake and carry out. It is a difficult procedure. It allows for the identification of employees' ability and competency in relation to job needs. It ensures the efficiency and effectiveness of the organization (Vicky, 2021)

    ReplyDelete
  5. Nuwansiri Rathnayake8 December 2021 at 09:06

    Good article. Job design is the process of creating a job that enables the organization to achieve its goals while motivating and rewarding the employee. 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 intentions of the firm.

    ReplyDelete
  6. Asma Nafaz13 December 2021 at 18:02

    Job designing shows the role of the job, the skills required and responsibility involved. Currently businesses are designing the jobs team based. Which helps the organization to achieve the objective in a particular group of people.

    ReplyDelete
  7. Dilrukshi indurugolla13 December 2021 at 20:16

    Job design would include disclosure by scholars who have traditionally described jobs as a set of tasks that are deliberated plan to be completed by one employee, and tasks, in simple terms, are the assignment of small patches of work to employees who must complete it within a given time period (Griffin, 1987).

    ReplyDelete
  8. Benjamin Thason16 December 2021 at 06:33

    Job Designing is key factor of an organization, most of the jobs are designed and documented as JD , which describes the required qualification, skill requires and the the technical knowledge required . it is important to design the job more appropriately

    ReplyDelete
  9. Manoj Jude19 December 2021 at 02:18

    Job designing is very much important so that, the HR could easily identify and recruit relevant people for relevant positions. each know their duties and boundaries and this will lead to effective engagement and less troubles and attend to what ever planned work accordingly

    ReplyDelete

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