Job Design Write Up FINAL
Job Design Write Up FINAL
Job Design Write Up FINAL
PRESENTED BY:
INTRODUCTION
Job Design is the process of deciding on the content of a job in terms of its duties and responsibilities; methods to be used in carrying out the job, in terms of techniques, systems and procedures the relationships that should exist between the job holder and the superiors, subordinates and colleagues. What employees actually do on the job, the design of their work, has great influence on their productivity and level of satisfaction.
individual components. For example, the production of a piece of clothing could be divided into individual steps like cutting fabric, sewing together, and adding designs.
FLAWS
Focuses on extrinsic motivation WHICH IS IMPORTANT only for the paycheck who are likely to jump ship more often than employees who actually enjoy their work. Rigidity can be demoralizing to employees if they start to feel like drones or machines. The scientific management approach deemphasizes creativity. Since it by nature requires employees to follow strict protocols and engage in the exact same behaviors day in and day out. Often precludes employees coming up with new ways to solve problems and increase efficiency
BEHAVIORAL APPROACH
Work Simplification: Job is simplified or specialized. The job is broken down into small parts and each part is assigned to an individual. To be more specific, work simplification is mechanical pacing of work, repetitive work processes, working only on one part of a product, predetermining tools and techniques, restricting interaction amongst employees, few skills requirement. Work simplification is used when jobs are not specialized.
Job Rotation: When incumbents become bore of routine jobs, job rotation is an answer to it. Here jobs remain unchanged, but the incumbents shift from one job to another. On the positive side, it increases the intrinsic reward potential of a job because of different skills and abilities needed to perform it. Workers become more competent in several jobs, know variety of jobs and improve the self-image, personal growth. Further the worker becomes more valuable to the organization. Periodic job changes can improve interdepartmental cooperation. On the negative side, it may not be much enthusiastic or efficiency may not be more. Besides jobs may not improve the relationships between task, while activities and objectives remain unchanged. Further training costs also rise and it can also de-motivate intelligent and ambitious trainees who seek specific responsibilities in their chosen specialties.
Job Enlargement: It means expanding the number of tasks, or duties assigned to a given job. Job enlargement is naturally opposite to work simplification. Adding more tasks or duties to a job does not mean that new skills and abilities are needed. There is only horizontal expansion. It is with same skills taking additional responsibilities like extending working hours etc. Job enlargement may involve breaking up of the existing work system and redesigning a new work system. For this employees also need to be trained to adjust to the new system. Job enlargement is said to contribute to employee motivation but the claim is not validated in practice. Benefits of Job Enlargement: 1.Task Variety 2.Full Ability Utilization 3.Worker Paced Control 4.Meaningful Performance Feedback
Disadvantages of Job Enlargement 1.High Training Costs 2.Redesigning existing work system required 3.Productivity may not increase necessarily 4.Workload increases 5.Unions demand payhike 6.Jobs may still remain boring and routine Job Enrichment: Job enrichment is improvisation of both tasks efficiency and human satisfaction by building into peoples jobs, quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work and more opportunity for individual advancement and growth. An enriched job will have more responsibility, more autonomy (vertical enrichment), and more variety of tasks (horizontal enrichment) and more growth opportunities. The employee does more planning and controlling with less supervision but more self-evaluation. In other words, transferring some of the supervisors tasks to the employee and making his job enriched. Benefits of Job enrichment 1.It benefits employee and organization in terms of increased motivation, performance, satisfaction, job involvement and reduced absenteeism. 2. Additional features in job meet certain psychological needs of jobholders due to skill variety, identity, significance of job etc. 3. It also adds to employee self-esteem and self-control. 4. Job enrichment gives status to jobholder and acts as a strong satisfier in ones life. 5. Job enrichment stimulates improvements in other areas of organization. 6. Empowerment is a by-product of job enrichment. It means passing on more authority and responsibility.
Demerits of Job Enrichment 1.Lazy employees may not be able to take additional responsibilities and power. It wont fetch the desired results for an employee who is not attentive towards his job.
2. Unions resistance, increased cost of design and implementation and limited research on long term effect of job enrichment are some of the other demerits. 3. Job enrichment assumes that workers want more responsibilities and those workers who are motivated by less responsibility, job enrichment surely de-motivates them. 4. Workers participation may affect the enrichment process itself. 5. Change is difficult to implement and is always resisted as job enrichment brings in a changes the responsibility.
Employee Training: Training is an integral part of job design. Contrary to the philosophy of leave them alone job design lies due emphasis on training people so that are well aware of what their job demands and how it is to be done.
Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job.
Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job and by aligning the manpower requirements for the same.
Increased efficiency and productivity Less need for close staff supervision, checking and control More effective work teams Skilled, flexible, responsive and able workforce to meet work requirements Targeted training to maximize value from training investment Improved talent management and succession planning Safer and healthier workplace Improved employee attraction, engagement and retention Greater clarity of work role, purpose and accountabilities Shared understanding of work expectations with supervisor Good team cohesion as roles, relationships and resources are clearly defined Varied work and challenges, opportunity to develop work skills, flexibility and experience Targeted training to meet current and future job needs Better career pathways and developmental opportunities Safer and healthier workplace Support for work/life balance Increased job satisfaction and engagement
EXAMPLE
Job Description for a Web Design Salesperson
Web design companies offer services to consumers and businesses, including ecommerce, search engine optimization and graphic design services. To gain new customers and promote brand awareness, web design firms hire salespeople, or sales representatives, to present their products and services to business owners and managers. Sales professionals persuade prospects and customers to purchase their firms products by using marketing materials and conducting live presentations and demonstrations.
Function
o
Web design sales representatives educate promote and sell website products and services to their companys target market. Throughout the sales process, sales professionals enter, track and follow up on leads using databases and other electronic systems that store contact information. Some sales professionals exhibit at trade shows that educate prospects and customers about the latest web design trends and products. Web design salespeople also resolve customer orders by escalating their issues to technical or management departments.
Education
o
Because sales is a broad field, there are no formal educational requirements. However, the Bureau of Labor Statistics' (BLS) Occupational Outlook Handbook, 2010-11 Edition, states that the best career prospects will be saved for those with a college degree and significant technical skills. Software application and web design firms usually hire applicants with a college degree or coursework in economics, sales, marketing and communications. Some companies also offer formal training to new recruits and entry-level salespeople.
Skills
o
Excellent customer service, oral communication and interpersonal skills are required as a web design salesperson. Sales professionals must be persuasive and confident, because they act as a liaison and guide for customers throughout the purchase process. The ability to be resilient in the face of rejection is another quality that employers look for, particularly for achieving sales quotas and driving revenue for their organizations. Web design sales representatives should also have strong problem-solving skills and be able to work independently.
Salary
o
A November 2010 Indeed report stated that regional sales representatives earned an average salary of $65,000. According to Pay scale, the average annual earnings for regional sales managers working in the software applications industry ranged from $53,185 to $94,353 as of November 2010. The BLS reported that median annual wages for sales representatives in the computer systems design and related services sector were $89,460 as of May 2009.
Potential
o
The BLS expects that jobs for salespeople in the wholesale and manufacturing sectors will grow approximately 7 percent during the 2008 to 2018 decade. As the U.S. economy expands and more products and services enter the market, salespeople will be needed to educate consumers and businesses on the features and benefits of these goods. In addition, the BLS projects that most employment opportunities will be available with independent sales companies or through contracting opportunities.
REFERENCES
www.ehow.com/ www.google.co.in WIKIPEDIA