(HRPD-701) Instructor: Wenlu Feng Lecture 2: Job Analysis and Job Design (Reference reading: Chapter 2 of the text) Job analysis—The procedure for determining the tasks and responsibilities of each a job‚ and the human attributes (in terms of knowledge‚ skills‚ and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails)‚ Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone
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Job design is a work arrangement or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenges and responsibility of one’s work. Job enlargement‚ job achievement‚ job rotation‚ and job simplification are the various techniques used in a job design exercises
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JOAQUIM PIRES BUSINESS ORGANISATION AND PROCESSES ASSESSMENT 1 2006 Question 1. Section (A) In a Limited liability company‚ there must be at least two shareholders with no maximum upper limit who own the company. All limited companies must be registered with the Registrar of Companies to whom the companies must send their annual financial statements. A limited company is separated in law from its owners. Because it has its own legal entity‚ any disputes concerning the company‚ will
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What is job design? Explain the significance of job design in organisations? Introduction: Job design ‘involves finding ways of adjusting the whole working environment so as to make all jobs in an organisation as intrinsically motivating as possible’ (Taylor‚ 1998). Taylor with scientific management‚ henry ford and Fordism‚ human relations and today’s approach of job re-design all played a major role in defining job design. This essay will look at the different methods of job design‚ the
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2013 BUS223 Organisational Theory and Behaviour Team Research Report (TRR) Job Design‚ Goal Setting and Flexible Work Arrangements. ------------------------------------------------- Lecturer: Richard Chua ------------------------------------------------- Date Due: 18/10/2013 ------------------------------------------------- ------------------------------------------------- Word Count:4000 ------------------------------------------------- Excluding references and content page.
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5.3 Implementation of Job Productivity Measurement as per ASTM standards: In L&T‚ for the improvement of productivity is to establish a standardized productivit y measurement tool which will ensure common measurement techniques across all sites. It should also ensure measurement of all left over items of Civil works as well as Electrical activities. Only items that are measured can be reviewed and improved. ASTM standard practice for Job Productivity Measurement (ASTM E2691 – 11) also known
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Work Design and Technology The goal of work design is to improve job satisfaction‚ productivity‚ and enhance employee well-being. With the advancements of technology over the years‚ work design has also advanced. Today’s technology allows for individuals to work from home‚ a coffee shop or even the beach. All that is needed is a laptop and a cell phone and a lot can be accomplished. This is called a virtual office. Working from a virtual office can eliminate a frustrating commute
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FACTORS AFFECTING JOB DESIGN Job design is affected by organizational‚ environmental and behavioral factors. A properly designed job will make it more productive and satisfying .If a job fails on this count‚ it must be redesigned based on the feedback. The various factors affecting job design are the following Organizational factors Organizational factors include characteristics of task‚ work flow‚ ergonomics and work practices. Characteristics of Task: Job design requires the assembly
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written permission. Users may print‚ download‚ or email articles for individual use only. RELATIONAL JOB DESIGN AND THE MOTIVATION TO MAKE A PROSOCIAL DIFFERENCE ADAM M. GRANT University of Michigan This article illustrates how work contexts motivate employees to care about making a positive difference in other people’s lives. I introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference‚ and how this motivation affects employees’ actions
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Work Measurement on Katsa Bag Production (Gifts and Graces: Cainta‚ Rizal) I. Rationale Environmental issues and problems started to arise last decade. Awareness and drive to solve these problems has grown to 89% (NIHERST‚ 2008) since 2008. This has resulted to different campaigns and movements such as the Earth Hour Campaign‚ where everyone is encouraged to switch off household lights for an hour and the birth of eco-friendly products into the market. One of the most in demand and popular
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