Take each core job dimension and using a 1-10 scale (1 = lowest and 10 = highest
Take each core job dimension and using a 1-10 scale (1 = lowest and 10 = highest), rate each dimension in relation to your current job or a job that you have had in the past. Based on your job experience, how did the job design impact your job satisfaction, loyalty to the organization, and quality of work and performance? Based on your answer, how would you redesign your job in relation to these core dimensions? If you have never had a job, think about a volunteer experience you may have had, or you might try answering the above questions based on your dream job.
8.1: Job Design
Boundless: Management “Chapter 5, Section 9, Part 1: Defining Job Design”
Read this section. Pay close attention to the approaches to job design and the importance of the key elements to good design. This is important because efficiency and effectiveness is directly related to the way in which a job is designed. Good job design takes attention to detail and alignment with process.
Defining Job Design
Job design is the systematic and purposeful allocation of tasks to individuals and groups within an organization.
LEARNING OBJECTIVES
- Identify the key elements of job design from a general perspective, within the context of organizational behavior
- Compare and contrast the multitude of job-design approaches and perspectives available in the organizational field
KEY POINTS
- The key inputs for a strong job design are a task, motivation, resource allocation and a compensation system.
- Taylorism, or scientific management, is the original job-design theory. It stresses standardization of tasks and proper training of workers to administer the tasks for which they are responsible.
- The Socio-Technical Systems Approach is a theory that maps the evolution from individual work to work groups. The organization itself is structured to encourage group autonomy and productivity.
- The Core Characteristics Model connects job characteristics to the psychological states that the worker brings to the job. It emphasizes designing jobs so that they lead to desired outcomes.
- Taking into account these various theoretical models, job design is best described as specifying a task with enough context to communicate clearly and concisely what is expected of a given employee.
TERM
- empowerTo give people more confidence or strength to do something, often by enabling them to increase their control over their own life or situation.
FULL TEXT
Job Design Overview
Job design is the allocation of specific work tasks to individuals and groups. Allocating jobs and tasks means specifying the contents, method, and relationships of jobs to satisfy technological and organizational requirements, as well as the personal needs of jobholders.
Key Elements of Job Design
To understand job design, it is helpful to identify some key elements and their relationship with job design processes.
- A task can be best defined as a piece of assigned work expected to be performed within a certain time. Job designers must s