Impact of Job designs on employees performance
Introduction
Job design (JD) is method and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder
Key elements of JD
Robertson & Smith (1985), suggests the following five principles of job design:
1) Process of intrinsic motivation:
To influence skill variety, provide opportunities for people to do several tasks and combine tasks.
2) Characteristics of task structure:
Planning, Executing & Controlling of the task
3) Motivating characteristics of jobs:
Giving individuals and teams more responsibility for decision making and ensuring that they have the training, support and guidance to exercise that responsibility properly.
4) Significance of the job characteristics model:
To influence autonomy, give people responsibility for determining their own working systems.
5) Providing intrinsic motivation:
To influence feedback, establish good relationships and open feedback channels
Characters of JD
According to Armstrong (2006),
· Job rotation
· Job enlargement
· Job enrichment
· Self-managing teams (Autonomous work groups)
· High-performance work design
JD’s on employee’s performances
Certain jobs and goals setting can enhance the level of performance and the JD can increase not merely the satisfaction but the quality of performance as well
JD is the most effective tools used for optimizing an employee's performance in organizations. It can be defined as changing the content and processes of a job to increase an employee’s satisfaction, motivation and the productivity
JD & performance relationships in diverse situations in the population provides, all the JD except for feedback from coworkers and from others are positively correlated to the measures of satisfaction and performance
JD in Global Context
Smart industries such as automation and robotizations are having huge impact on the JD.
JD in Srilankan context
Very thin material is available on the JD, employees and employers both do not consider, JD and the concept is not implementing in Srilankan organizations, in a country like Srilanka where the unemployment rate is increasing.
Conclusion
In any organization its recommended to consider employee’s perspective in JD for of each position and emphasis job related concepts which will be a win-win situation to employees and employers.
References
Knapp, P. & Mujtaba, B., 2010. Strategies for the Design and Administration of Assessment Center Technology: A Case Study for the Selection and Development of Employees. International Journal of Trade in services, 2(2), pp. 163-188.
Armstrong, M., 2006. Human Resource Management Practice. 10th Edition ed. London: Kogan Page.
Robertson, I. & Smith, M., 1985. Motivation and job design. 1st Edition ed. London: Institute of personnel management.
Grag, P. & Rastogi, R., 2005. A new model for Job Design: Motivating employee’s Performance. Journal of Management Development, 6(25), pp. 572-587.
Brass, J., 1981. Structural relationships, Job charateristcs, worker satisfaction and performance. Administrative Science Quaterly, 26(1), pp. 331-348.
when we doing the JD as a country we look in to the modern context of JD related to different kind of jobs and add some new responsibility and add value to the jobs .
ReplyDeleteIn Srilanka as I mentioned above there are few companies only adapting to this practice, however once companies gets used to it then it will be real beneficial for employers and employees.
DeleteJob designing and work organization deals with the content, methods and relationship specifications of jobs in an integrated way to meet the technical and organizational needs as well as the personal needs of employees. Job designing is very important for the systematic management of an organization.
ReplyDeleteThank you !!!
DeleteFor many employees, job design is an important as fair remuneration in motivating employees to be more effective. Job design has an effect on employee job satisfaction, motivation, and commitment to their organization, all of which have a significant and positive impact on the efficiency of your business.
ReplyDeleteNoted.
DeleteJD provides on what and how to perform a task in order to accomplish a defined goal. In Sri Lankan context even though people are not much concerned about this, many companies are practicing it mainly such as Apparel manufacturing organizations. Majority of them are adopting Lean theories into their processes and in the journey of standardization which has developed this area to a higher level to align both employer and employee expectations towards one goal.
ReplyDeleteThanks for the Information Lakshan.
DeleteEmployee motivation based on job design as well. It includes job rotations, giving targets, process monitoring and employee satisfaction. Employee satisfaction come in many ways such as salaries, duties assigned and recognition from supervisors. When employee satisfaction improves, employee motivation also improves. Therefore , job designing should be done very carefully unless it will badly effect on the organization.
ReplyDeleteNoted, Thank you !!!
DeleteJob design enables the employee to be more focus on what needs to be done and to whom he should be reporting to. This will increase productivity.
ReplyDeleteYes, Thank you !!!
DeleteIn hone work plan must facilitate with employee agreeing to employee thought perfect way">the most perfect way doing job designing
ReplyDeleteWell designed jobs can encourage positive behaviors and create a strong infrastructures for employee success.
ReplyDeleteWell designed job can encourage positive behaviours and create a strong infrastructure for employee success.
ReplyDeleteYes I agree on you Tharanga.
DeleteJob design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. Very good article
ReplyDeleteThank you !!!
Delete