Presentation on job design
- 1. SUBMITTED TO - SUBMITTED BY –SUBMITTED TO - SUBMITTED BY – DR. AASHISH ARYA SANDEEP KUMARDR. AASHISH ARYA SANDEEP KUMAR MBA II Sem.MBA II Sem.
- 2. What is Job Design? Elements of Job Design Five Core Job Characteristics Approaches to Job Design Tools of Job Design Current Trends Summary Overview
- 3. The organization of activities to create the optimum level of performance. What is Job Design?
- 4. Task Analysis Worker Analysis Environmental Analysis Elements of Job Design
- 5. Determines What tasks will be done How each task will be done How the tasks fit together to form a job Task Analysis
- 6. Determines Capabilities the worker must possess Responsibilities the worker will have Worker Analysis
- 7. Used to analyze physical environment including: Location Lighting Temperature Noise Ventilation Environmental Analysis
- 8. Skill Variety Task Identity Task Significance Autonomy Job Feedback Five Core Job Characteristics
- 9. Scientific Management Behavioral Approach Job Enlargement Job Enrichment Job Rotation Social Technical System Approaches to Job Design
- 10. Advantages of specialization Simplifies training High Productivity Low wage costs Disadvantages of specialization Difficult to motivate quality Worker dissatisfaction Scientific Management
- 11. Advantages Increase scope Disadvantages No challenge Job Enlargement
- 12. Advantages Lower Staff turnover Less absenteeism Job Enrichment
- 13. Advantages Reduces Boredom Broadens experiences Gives broad understanding Job Rotation
- 14. Disadvantages Increased training costs Reduced productivity Demotivates specialists Job Rotation continued
- 15. Job should be reasonably demanding Employee should be able to continue learning on the job Employees need recognition in work place Employees need to relate what they produce to their social life Social Technical System
- 16. Process Flowchart Motion Study Work measurement Stopwatch time study Standard elemental times Work Sampling Learning Curve Tools of Job Design
- 17. Flextime Compressed Workweek Job Sharing Telecommuting Current Trends in Job Design
- 18. Job design can help your firm find the most efficient way to operate Job design can improve the quality of work life and satisfaction for your employees. This leads to a smoother running, more profitable business Summary
Editor's Notes
- #9: Skill Variety:Requirements for a variety of personal competencies to do the job. Task Identity:Doing a task from beginning to end with a visible outcome. Task Significance:Perceptions of the job having a significant impact on others’ lives Autonomy:Extent of empowerment and freedom of employees Job Feedback:Provision of direct and clear performance information as a result of doing the job which increases performance awareness
- #10: Scientific Management involves breaking down jobs into elemental activities and simplifying job design. Encourages specialization and mass production. Tries to reduce decision making by workers. Job Enlargement expands the number of tasks being performed, often combining a series of tasks previously performed by two or more employees. Horizontal enlargement. Job Enrichment tries to improve task efficiency and satisfaction by adding more challenging and responsible work so the employee feels a greater sense of achievement. Also provide an opportunity for individual advancement and growth. Vertical enlargement. Job Rotation increases task variety by systematically moving an employee from one job to another. Sociotechnical Approach aims to design a job that is satisfying to both the technical system and the accompanying social system.
- #12: Example of increase scope sort & deliver No Challenge: 1 bad job or disliked job becomes 3 bad jobs.
- #17: Process Flowchart:A chart using special symbols that documents the steps of a job including wait time and work time. Motion Study:Used to select the sequence of motions that is the most efficient sequence for the task. Work Measurement: Stopwatch time study: Use stopwatch to study a worker doing a job and then set a standard time using the results. Standard elemental times:Use accumulated data to determine standard time for a job with a built in allowance for unavoidable delays in work. Work Sampling:Estimates the amount of time an employee or machine spends on various activities Learning Curve:Is a graph that illustrates the rate of improvement of workers as they repeat a job
- #18: Flextime:Employees must work a set of core hours but can choose when to work flextime by coming in early or staying late Compressed Workweek:Standard 40-hour, five day workweek is compressed. Most popular form is four ten-hour days. Job Sharing:Two or more employees share and divide responsibilities Telecommuting:Employee works at home office or away form the office via personal computer, cell phone, and/or fax