JOB DESIGN
Contents
1.0 Job Design
Job design can defined as work arrangement or re- arrangement focused on overcoming job dissatisfaction and employee alienation arising from mechanistic tasks and repetitive. Organizations try to improve productivity levels by giving non- monetary rewards through job design. Non- monetary rewards such as better satisfaction from a personal achievement in meeting the responsibility of one’s work and increased challenge (Business Dictionary, 2013) It also refers to constitute a particular job position by grouped together with set of activities and tasks. Job design should not be underestimated because of organization’s overall productivity will be affected by the way jobs are structured (Pamela S. Lewis, 2007).
2.0 Various Approaches of Job Design
2.1 Mechanistic Job- Design Approach
This approach is derived from the scientific- management school of thought, work specialization and work simplification. Its main scientific basis is classic industrial engineering.
Diagram 1: indicates the questions might ask to identify whether a job matches the mechanistic approach.
Jobs with high mechanistic features the employees training time is usually very short. The reason is mental demands are less, overload and stress unlikely. The disadvantages of this approach are less motivated, less satisfied and higher absenteeism will occur within the organization. In highly repetitive and machine- paced work can lead to health complaints and injuries caused by carelessness and physical wear. For example, low-level factory jobs and unskilled jobs who are working at construction (Michael A. Campion and Paul W. Thayer, 2001).
2.2 Biological Job- Design Approach
This approach stems from the sciences of biomechanics, anthropometry, occupational medicine and work physiology. It is called ergonomics, and its main focus on minimize the biological risks of work and physical costs. Ergonomics is means the science of designing working environments or
1.0 Job Design
Job design can defined as work arrangement or re- arrangement focused on overcoming job dissatisfaction and employee alienation arising from mechanistic tasks and repetitive. Organizations try to improve productivity levels by giving non- monetary rewards through job design. Non- monetary rewards such as better satisfaction from a personal achievement in meeting the responsibility of one’s work and increased challenge (Business Dictionary, 2013) It also refers to constitute a particular job position by grouped together with set of activities and tasks. Job design should not be underestimated because of organization’s overall productivity will be affected by the way jobs are structured (Pamela S. Lewis, 2007).
2.0 Various Approaches of Job Design
2.1 Mechanistic Job- Design Approach
This approach is derived from the scientific- management school of thought, work specialization and work simplification. Its main scientific basis is classic industrial engineering.
Diagram 1: indicates the questions might ask to identify whether a job matches the mechanistic approach.
Jobs with high mechanistic features the employees training time is usually very short. The reason is mental demands are less, overload and stress unlikely. The disadvantages of this approach are less motivated, less satisfied and higher absenteeism will occur within the organization. In highly repetitive and machine- paced work can lead to health complaints and injuries caused by carelessness and physical wear. For example, low-level factory jobs and unskilled jobs who are working at construction (Michael A. Campion and Paul W. Thayer, 2001).
2.2 Biological Job- Design Approach
This approach stems from the sciences of biomechanics, anthropometry, occupational medicine and work physiology. It is called ergonomics, and its main focus on minimize the biological risks of work and physical costs. Ergonomics is means the science of designing working environments or
References: Beth Winston. (2013). The Effects of Poor Ergonomics on Worker Productivity & Job Satisfaction. Retrieved from http://www.ehow.com/info_8633430_effects-worker-productivity-job-satisfaction.html#ixzz2i5e0yesI Business Dictionary. (2013). job design. Retrieved from http://www.businessdictionary.com/definition/job-design.html#ixzz2htOtzx3C Coca- Cola. (2010). Employment: Our People. Retrieved from http://www.coca-cola.co.uk/about-us/employment-our-people.html John B. Miner. (2007). Organizational Behavior: From theory to practice. United States of America: M. E. Shape, Inc. Mary Tucker-McLaughlin. (2013). The Importance of Dealing With Organizational Stress. Retrieved from http://smallbusiness.chron.com/importance-dealing-organizational-stress-31388.html Michael A. Campion and Paul W. Thayer. (2001). Job Design: Approaches, Outcomes, and Trade-offs. 17(2). Pg68-72 MSC. (2013). Job Design - Meaning, Steps and its Benefits. Retrieved from http://www.managementstudyguide.com/job-design.htm NSW Government. (2011). Why is job design important? Retrieved from http://www.pscapabilities.nsw.gov.au/managers/job-design-description/why-is-job-design-important/ Pamela S. Lewis. (2007). Management: Challenges for Tomorrow 's Leaders: Challenges for Tomorrow 's Leaders. (5th Edition). United States of America: Thomson Learning, Inc. Stephen P. Robbins & Mary Coulter. (2007). Management. (9th Edition). Prentice Hall. United Kingdom.