What is Job Design?

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What is Job Design?

Job design has been well-defined as, “Description of the subjects, approaches, and relationships of jobs in order to fulfill technological and organizational necessities as well as the social and personal requests of the job holder.” (Buchanan, 1979) Job design is concerned with the content of the job that an individual or group undertakes, i.e. the roles and tasks they fulfill, as well as the methods that they use to complete their work (Holman, Clegg, & Waterson, 2002; Birnbaum & Somers, 1995). Job design also provides info about the experiences needed to performance the work and the compensation (monetary and non-financial paybacks). Job design is generally completed for executives' jobs. While planning the job, the requirements of the company and the requirements of the individual executive must be well-adjusted. Requirements of the company contain great efficiency, excellence of effort, etc. Requirements of individual executives contain work satisfaction. That is, executives need the job to be challenging and motivating. Jobs have not to be made much focused on same tasks for the reason that such limited tasks lead to monotony.

Approaches to job design that being practice by organization.

Job Expansion - Job Expansion contains extension of responsibilities that are to be carried out. This sort of extension is accented on the horizontal enlargement of linked responsibilities without the extra responsibility and accountability and it is supposed to be enlarged vertically if the employee is complicated in development, forming, and examining his or her own work. Vertical enlargement efforts to increase employees' impact in the change process by providing to workers specific administrative influences over their individual undertakings. Nowadays, shared practice is to put in cooperation vertical and horizontal enlargement to a certain work occupation and bring up to the overall job enrichment approach. Quality in specific enlarges dramatic way for the reason that once persons are liable for their effort production, they take possession of it and simply do a better job. Moreover, for the reason that they contain a wider info and understanding of the work procedure, they are further expected to catch mistakes and mark improvements than if the work is particularly fixed to do same narrow tasks. Output enhancements also arise out of job enrichment; however they are not as probable or as great as the enhancements in product quality.

Socio-technical Method - Socio-technical Method targets to equilibrium amid the technical and societal parts of a business. The target of this method is to improve the interactions and improve organizational efficiency. This method usually contains a main restructure of the entire variety of the techniques the jobs are carried out concerning technological and social matters. After the founding studies, the socio-technical method has been used in various nation states--frequently in the heading of “Japanese-style work groups”, “autonomous work groups” or worker participation teams. Supreme main of American industrial corporations practice work groups as the elementary constructing block in so-called high worker participation plants. (Campion, 1988)

Job Engineering - Job Engineering is associated to the performance canons, responsibilities, and procedures, inter necessity of man and machine, work movements etc. Moreover, it possibly will contain the change of employees for computers.

Job Variation - Job Variation includes shifting of an individual from one work to alternative profession to achieve diversity of responsibilities. Job Variation benefits in decreasing tedium and monotony.

Reasons why organizations have to give important to job design.

Job design is a significant utility of employment. If the work occupations are planned correctly, then highly well-organized executives will join to the company. They will be interested to progress the efficiency and success of the business. But, if the work occupations are designed poorly, then it will end in nonattendance, high employment turnover, struggles, and further labor difficulties.

What are the benefits of job design?

To organizational side:

If the job designed well, highly educated and trained workers would like to work in organization.

Organization may get flexible and responsible employees.

Better productivity by decreasing of prices linked with waste, delays and accidents.

Better product quality.

A decreased in work-related health and security problems.

Better designed job can remove of needless ranks of management, examination and control

Well-designed job design may bring bigger output and effectiveness in organization.

Workers` benefits:

Workers may get better job fulfillment and satisfaction.

Well-designed job can give good experience and provide various trainings to workers

Additional opportunity to contribute in decision making and development

Workers would be able to get safe and secure job.

Employee may catch excellent career growth opportunities.

Better quality of working lifetime

An excellence of work-life is a well-organized relationship between workers and company`s working atmosphere. A well-organized job design brings enhancements in excellence of work-life. By way of a better schemed of work timetables, individuals understand developing future perspectives in company which finally leads to great inspiration and motivation at effort of workers and a constructive transformation of workers` opinions and views. Lastly, such modifications will have a straight influence on the quality of work-life.

The implication to employees

Positive and negative implications

Boredom

One of the implications of job design to employees is boredom. Professions with adaptable requests, such as CCTVs or safeguard positions and drivers, have a problematic employment problem. These workers are often considered by little skill requirements, public isolation, low motivations, and monotony of same tasks. However, in emergency situations, such works require quick decision-making, good skills of training, and preparedness to create the suitable reaction. Operating them at level of individual wanted to react to emergencies might end in monotony much of the time for more of the staffs. Such monotony, yet, might be harmful to general labor performance, mostly those responsibilities requiring watchfulness.

Example: October 2007 - a CBS news story revealed nearly a dozen security guards at a nuclear power plant who were videotaped sleeping while on duty. March 2011 - a tour bus driver crashed while returning from a casino in Connecticut to New York City. Fifteen people were killed and many others injured. Though the driver, who was found to be sober, denied sleeping, a survivor who witnessed the crash reported that he was speeding and sleeping. (en.wikipedia.org/wiki/Sleeping_while_on_duty)

New technologies

An innovation in technologies brings a lot of benefits from one side, but at the same time it affects to job places of many people. As we all know that in the past decades the human workforce mostly used to work in the manufactories, as the innovations gave new technologies the people have been replaced by robots and computers. New technologies are invading the human skills and many of the jobs for the middle class is just in the center of the target; affected even the professional fields that require relatively high-skill, such as education, medicine and legal sphere.

Example: The medical center named after Pirogov complex operations today instead of doctors independently carries out robotic surgeon. The device called Da Vinci did not know tiredness and works with a jeweler's precision. Surgeons watch him on the monitor, driving device using joysticks. Such operations are already practicing or just going to introduce such innovations. In America and Europe, robot-assisted surgery is used for a long time. Every year more than 350,000 such operations. In the Russian clinics such facilities have a total of 12. For example, in Taupe man removed a tumor of the prostate. For a robot is not the most complicated operation. (www.ntv.ru/novosti/454563/#sel=)

No personal time

Often work takes much of the time of employee, therefore it leads to internal problems of worker. This happens all over the world, because in real world there is a high competition between companies. As a attention to worker`s personal time. Man is constantly torn between work (professional success give people confidence in themselves and future) and personal life (which gives a sense of peace and happiness.) Trying to combine everything at once, not realizing that by doing so driving itself into a corner, and instead of feeling happy and sense of success in life, pursues stress and a sense of incomprehension. The imbalance in work and personal life is almost always leads eventually to health problems, depression, nervous exhaustion, and discord in personal life.

Example: In the U.S. office workers do not always fit carefully into the established laws of the eight-hour day. The work takes away from the stronger sex 8.01 hours per day, while the weaker sex works 7.06 hours per day. However, in certain options each case negotiated in the contract. There are 3-4-6-hour workdays. On average, according to the UN, working hours in the United States annually reduced. There is shorter working hours and in Norway, Sweden, France, Australia, Canada, Ireland and most of all in Germany. Over the past hundred years in most developed countries of the West working hours has been reduced by half! In Russia, however, in recent years, on the contrary, it is observed a significant increase. The average monthly hours of work in Russia since 1992 have been increased from 153 to 171 hours. A working week of employees in most Russian companies in the private sector takes over 45 hours instead of 40, as required by the articles of the Labor Code. But most of all work in the east such as In Japan and especially in South Korea. There's 9-hour of work per day. (arcanus.ru/article172.html)

Career Development

The implications of job design for worker career progress are significant. For example, organizations nowadays are becoming “learning organizations” where they assessment not only financial capital but knowledgeable value as well. Organizations must have the volume to obtain, segment and use information efficiently. This contains providing workers with openings to learn and develop. In order to complete this, the right systems and structures need to be in place to sustenance the managing of knowledge.

Health and well-being

The ways job are designed may also mark a worker's level of action. For example, research suggestion where oversimplified professions may lead to laziness and decreased determination and enthusiasm. This indifference may often be upturned throughout bigger difficulty and autonomy. Other revisions have confirmed that independence and control may positively influence to reasoning progress and intellectual flexibility. Similarly significant, is the influence of job design may have on worker well-being. It is well known that independence or taking control over many features of job has a positive influence to well-being and health. That is, these job design issues might remove or reduce the harmful effects that stressful job difficulties have on physical and psychological health. Also, a well-made job can really promote learning and a sense of power over time. This acts as a type of coping instrument for employees in highly demanding work conditions and leads to a better volume to study and develop. (Parker & Wall, 1998; Terry & Jimmieson, 1999)

Conclusion.

In my opinion the task variety is one of the best ways to use worker efficiency while providing him/her set of tasks that might be chosen by employee. In other words, it brings choice to worker to perform one or another work. Organizations should offer a finest diversity of responsibilities within each job. Too much range of tasks might be unproductive for training and annoying for worker. On the other hand little tasks may lead to boredom and exhaustion. The ideal level is which lets the worker to time-out from a high level of responsiveness or work while functioning on an additional task. This variety influences to the productivity and quality of product or service. Therefore, if the job designed with variety of tasks, this may give good motivation and better skills in different areas in organization to employee.

If we consider general demand of human being, there is almost all or at least many human needs may be reduced to several major groups. And while demand remains unsatisfied it acts as a motivating factor, as soon as it is satisfied the action takes next a higher demand. These needs, from the lowest to the highest:

Basic needs - those associated with the survival and the maintenance of health. These include the need for food, sleep, shelter and love.

The need for safety and security - physical security, as well as the emotional and economic reliability.

The need for belonging to a particular social group and sympathy of its members - is the desire of every person to be accepted by others, to be part of a team, to enjoy his sympathy.

The need for a certain social status associated with a place in society and the social hierarchy.

The need for power associated with a desire to exercise management and control over others.

The need for competition - the desire to win, gambling.

The need for independence stresses the importance of freedom and control of yourself.

The need for achievement reflects a desire to learn and improve.

Job design should meet following question:

What motivates people to work?

What job characteristics are significant?

How are job design alternatives to be identified?

What job design changes are to be implemented?

Therefore, we can notice that the job should be design with paying attention to listed above demands. This will eventually lead to higher motivation of employees, better quality of work and of course greater income. However the reality shows that job design have poor balance between employee satisfaction and wants of the organization.

Reference

job accountability social status

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3. Gary Dessler. (2011). Human Resource Management. Florida: PEARSON.

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5. Kerce, E.W. (1985). BOREDOM AT WORK: IMPLICATIONS FOR THE DESIGN. NAVY Personal research and development centre, 2-8.

6. Niebel, B.W. (1998). Methods, Standards, and Work Design. New York: WCB/McGraw-Hill.

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11. en.wikipedia.org/wiki/Sleeping_while_on_duty.

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15. www.businessdictionary.com/definition/job-design.html.

16. arcanus.ru/article172.html.

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