Job Design Fundamentals
Job design is the process of determining the specific tasks and responsibilities to be carried out by each worker in the organization. It encompasses the specifications and expectations of an employee's work-related activities, including the structural and interpersonal aspects of the job. It describes a decision on issues like who is to perform what job, where it is to be performed, and how it is to be performed. Figure 7.1 illustrates the various factors to be considered in job design.
A job is more than a list of tasks that a worker has to carry out on a regular basis. Managers have to plan it carefully, taking into consideration the needs of the employee as well as the employer. They need to design jobs with an objective of motivating all the employees to perform in their work with commitment and enthusiasm. Generally, the emphasis is laid on developing jobs that get the necessary work done, but they should also contain more elements that workers like and fewer elements that they dislike, in respect of the job.
An effective job design ensures that jobs are consistent with the organization's goals. The objective is to boost employee motivation to achieve performance standards, and to match the skills and abilities of each worker with the job requirements. One of the most prominent job design models known as Job Characteristics Model was developed by Richard Hackman and Greg Oldham. It lists five key job characteristics, which motivate a worker. These characteristics are skill variety, task identity, task significance, autonomy and feedback.
Skill variety indicates the level and range of skills, abilities and talents needed to perform a job. Task identity defines clearly the identifiable tasks needed to complete the main task. Task significance indicates the influence of the job on individuals inside and outside the organization. Autonomy of a job indicates the flexibility, independence and discretion that is available to the employee in performing the job. Feedback indicates the level of information given back to the employee regarding his/her performance.
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