very important part of any organization is Job Design
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very important part of any organization is Job Design
Job design is the process of Work arrangement (or rearrangement) aimed at reducing 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 challenge and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. Although job analysis, as just described, is important for an understanding of existing jobs, organizations also must plan for new jobs and periodically consider whether they should revise existing jobs. When an organization is expanding, supervisors and human resource professionals must help plan for new or growing work units. When an organization is trying to improve quality or efficiency, a review of work units and processes may require a fresh look at how jobs are designed. These situations call for job design, the process of defining the way work will be performed and the tasks that a given job requires, or job redesign, a similar process that involves changing an existing job design. To design jobs effectively, a person must thoroughly understand the job itself (through job analysis) and its place in the larger work unit's work flow process (through work flow analysis). Having a detailed knowledge of the tasks performed in the work unit and in the job, a manager then has many alternative ways to design a job. As shown in Figure , the available approaches emphasize different aspects of the job: the mechanics of doing a job efficiently, the job's impact on motivation, the use of safe work practices, and the mental demands of the job.
Job design is the contents, methods and relationship of jobs in order to fulfill organizational requirements as well as the psycho-social and personal requirements of the job.
I worked for a GIANT chain retail store and the turn over rate for HR position was crazy. I figure it can be a stressful position to maintain.
Incentives are nice and a great motivator coming from both ends of the spectrum.
Motivation, Resources and proper feedback is important to improve organizational development.
To me i feel task allocation seem to be the most important factor when dealing with job design. This is so because if an employee does not know his limit, there will be no efficiency, appropriate use of resources or even motivation.
In terms of allocating a specific task to an individual or a group what would be a good system to follow to ensure that the employee is fully aware and understands their task at hand? Also how will one be able to keep track of the employees performance and allocate rewards accordingly?
task allocation in an organization is necessary because an employee will be focused to ensure that the task allocated is accomplished successfully, without allocating specific tasks to particular employees then even the resources will end up being wasted
In the 'distant' past, personal needs of job holders were rarely considered. In this day the workforce is so diverse that personal needs must be an integral part of the job design process.
Job design is critical to the success of any organization. For our purposes job design is defined as the allocation of specific work tasks to individuals and groups. Allocating jobs and tasks means specifying the contents, method and relationships of jobs to satisfy technological and organizational requirements as well as the personal needs of jobholders.
A task can be best defined as a piece of assigned work expected to be done within a certain time. It is important to strictly and thoroughly identify tasks that need completion.
In addition individuals need to be compelled, excited, and passionate to do their work. Hence, it is essential to design jobs that motivate employees. Motivation describes forces within the individual that account for the level, direction, and persistence of effort expended at work.
In job design it is necessary to identify and structure jobs in a way so that the company’s resources are being efficiently used. Resource allocation occurs when organizations decide to appropriate or allocate certain resources to specific jobs, tasks or dilemmas facing the organization.
Jobs need to be constructed so that efficiency of the worker or department is maximized. Organizations need to use the resources and creativity of their employees effectively and efficiently. Appropriate resource allocation allows large organizations to foster and develop innovation in their workforce.
Reward systems also play a role in job design. Reward systems include compensation, bonuses, raises, job security, benefits, and various other methods of reward for employees. An outline or description of reward packages needs to be established while constructing jobs.