Design Of Work

Introduction

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Work design is a process of building a chain of works and a structure to build the environment of the organization to be more attractive and which concerned on the safety, health and focused on the morale of the employees. The work design includes and mixed with various approaches, processes, techniques, tools(Armstrong and Taylor, 2014)

Job design is mainly aimed on structure and the environment around it. The job is referred to a finish line on accomplishing the strategic goals of an organization by SHRM.

According to Robertson and Smith (1985), the job characteristics model described as follows:

• Influence skill variety – assigning people to do multiple tasks which are bound with each other.
• Influence task identity- Aligning joined tasks to natural work teams.
• Influence task significance – Acknowledgment of the employees on the value and weight of their work on natural work units
• Influence autonomy – Allocating responsibility to adjudge on their own work capacity.
• Influence feedback – Enhancing good relationship by collecting and creating feedback resources.

These models enlighten the four approaches of job design as mentioned below.

1.JOB ROTATION- Replacement of one task to another one

2.JOB ENLARGEMENT-Aligning existing works with current tasks to differentiate and weight of work.

3.JOB ENRICHMENT- Giving more responsibilities and tasks to make employee face challenges accordingly and build willingness on work.

4.SELF MANAGING TEAMS-  These are widely expanded and practical groups which plans, manage and find solutions on their own if needed.

In addition there are different outputs of job design which support the environment of the organization. According to Parker and Broek (2017) , following examples of outcomes found by their analysis.

Health and well - being

Most of the results of job design based on Health and well-being such as self-decision making, interaction of the community by assistance, response of the employees avoid the negative thoughts on the organization, stress of its workforce( Humphrey et al., cited in Parker and Broek 2017).

Attitudes

Job design supports to build employee attitudes on the employee work area as of interaction towards job, dedication, satisfaction (Humphrey et al., cited in Parker and Broek, 2017).

Personal Characteristics

Most of the Job design models have considered on characteristics and they are highlighted as the most precious and participation of an individual towards leading and motivating the environment of the organization (Hobfoll, et al., cited in Parker and Broek, 2017).

Conclusion :

 Work design was basically done in the past to divide job tasks among each other. However in present it used as a managing tool which can specialize talents of the employees. This is a process where the organization works in a clear area while gaining employee satisfaction and motivation. For an example if there is a factory which manufactures chairs, and one employee has to complete the total work of one chair while having two hundred orders. The time and effort of the employee is a wastage as it can be done by several people part by part. Therefore majority of the companies use this method to gain profits with efficiency by offering them specified job tasks. However with the job design there will be a legal cover for the employee in regard with job description. Therefore work design is a valuable concept for an organization.

 

Reference : 

Armstrong, M,Taylor,S 2014, Armstrong’s Handbook Of Human Resource Management Practice,Kogan Page Limited, United Kingdom.

Broek, AVD, Parker, SK, Job And Work Design,2017, Oxford Research Encyclopedia, Psychology (Psychology.Oxfordre.Com). (C) Oxford University Press, UsA, Available From : Https://Www.Researchgate.Net/Publication/317560760[30.12.2018]