METHODS OF JOB DESIGN

Job Simplification: In the job simplification technique, the job is simplified or
specialized. A given job is divided into small sub-parts and each part is assigned to one
individual employee. Job simplification is introduced when job designers feel that the
jobs are not specialized enough.

Job Rotation: Job rotation implies systematic movement of employees from one job
to the other. Job remains unchanged but employees performing them shift from one
job to the other. With job rotation, an employee is given an opportunity to perform
different jobs, which enriches his skills, experience and ability to perform different
jobs. It is the process of preparing employees at a lower level to replace someone at
the next higher level. It is generally done for the designations that are crucial for the
effective and efficient functioning of the organization. By this to some extent
boredom is reduced. However for this people interest is primary importance. By this
they can also learn new things, new techniques, and new ways of doing better work.
It may also happen that over a period of time they will be finding a job for which they
are better suitable. They can also contribute in a better way to achieve the goals of
the organization.
This aspect of job rotation can be seen widely applied in Retail scenario, where end
user or consumer is in direct presence all through. This has for large extent reduced
boredom, reduced irregularities due to familiarity, acquired new skills & assuming
new & varied responsibilities. In other words it will lead to better job satisfaction,
which is the ultimate goal for better contribution.

Job Enlargement: Job enlargement means expanding the scope of the job. Many
tasks and duties are aggregated and assigned to a single job. It is opposite to job
simplification. Job enlargement is an extension of Job rotation, exposing the people to
several jobs without changing the job duties to be performed. He is taken off the
boring job for a while & is allowed to take up a related task & so on. Monotony is
relieved temporarily. Critics are of the opinion that this approach involves nothing
more than having to perform several boring jobs rather than one. Job enlargement is
to expand in several tasks than just to do one single task. It is also the horizontal
expansion of a job. It involves the addition of tasks at the same level of skill and
responsibility. It is done to keep workers from getting bored. This would also be
considered multi tasking by which one person would do several persons jobs, saving
the company money and man hours that normally would be paid to additional
workers. Small companies may not have as many opportunities for promotions, so
they try to motivate employees through job enlargement. For example when I worked
at a restaurant. I would bus the tables, wash the dishes, and run food upstairs. If they
had just one person doing each job on the same night, it would cost the management
three times the money. This adds more functions; increases variety of tasks & this is
short lived. It cannot enrich the human content of job. The ultimate answer is Job
Enrichment.

Job Enrichment: Job enrichment means making the job rich in its contents so that
an employee will get more satisfaction while performing that job. It upgrades the
responsibility, scope and challenge. A vast majority of the jobs are repetitive &
monotonous in nature. This results in reducing the motivational content& human
element of the job with repercussions on performance. The central focus of job enrichment is giving people more control over their work (lack of control is a key
cause of stress, and therefore of unhappiness.) Where possible, allow them to take on
tasks that are typically done by supervisors. This means that they have more
influence over planning, executing, and evaluating the jobs they do. In enriched jobs,
people complete activities with increased freedom, independence, and responsibility.
They also receive plenty of feedback, so that they can assess and correct their own
performance.
Job Enrichment tries to embellish the job with factors of motivation: Achievement –
Recognition – Increased Responsibilities – Self Involvement – Opportunities for
Growth – Advancement – Increased Competence. Job Enrichment is concerned with
redesigning the job to include a variety of work content; that gives the person more
autonomy & responsibility for planning, directing & controlling his own performance
& provide opportunity for personal growth & meaningful work experience. Job
Enrichment also for decentralization of decision making rights to individual over areas
that directly affect his task functions.
The emphasis is on the result of efforts rather than the procedure to carry out the
work, thus making the job result oriented. This also results in motivation, satisfaction
in believing oneself to be personally accountable for results & being able to know
how satisfactory ones efforts are. By Job Enrichment, condition or state of human
capabilities which were not fully utilized & creation of frustration among the individual
is removed to the extent possible.

JOB DESIGN

   Job design is next to job analysis. Job design involves systematic attempts to organize
tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job
design integrates the work content and qualifications required for each job that meets
the needs of employee and the organization. Job design makes the job highly
specialized and well designed jobs are important in attracting and retaining a
motivated work force.
According to Michael Armstrong, “Job Design is the process of deciding on the
contents of a job in terms of its duties and responsibilities, on the methods to be used
in carrying out the job, in terms of techniques, systems and procedures, and on the
relationships that should exist between the job holder and his superior subordinates
and colleagues.” Job Design is affected by three categories of factors:

Organizational Factors: The organizational factors that affect job design are
characteristics of task, work flow, ergonomics and work practices.

• Characteristic of task: Each task consists of 3 elements, namely, planning,
  executing and controlling. Job design involves the assembly of a number of tasks
  into a job or a group of jobs. A job may require an employee to perform a variety
  of connected task. All these characteristics of jobs are taken into consideration
  for job design.
• Workflow: The flow of work in an organization is strongly influenced by the
  nature of the product. This product usually suggests the sequence and balance
  between jobs if the work is to be completed efficiently.
• Ergonomics: Ergonomics is concerned with the designing and shaping of jobs
  as per the physical abilities and characteristics of individuals so that they can
  perform their jobs effectively.
• Work Practices: Work practices are the set methods of performing work. This
  can affect the job design as there is little flexibility in designing the job especially
  if the work practices are approved by employee unions.

Environmental Factors: Environmental factors affect job design. Environmental
factors include employee abilities & availability and Social & Cultural expectations.

• Employee Abilities & Availability: Abilities and availability of people plays an
  important role while designing jobs. Due attention needs to be given to the
  employee who will actually perform the job.
• Social And Cultural Expectations: Jobs should be designed keeping the
  employees in mind. Due to increase in literacy rate and knowledge, employees
  are now more aware and only perform jobs that are to their liking and match
  their profile.

Behavioral Factors: Behavioral factors are related to human needs and they
need to be satisfied properly. Behavioral elements include the following:

• Feedback: Employee should be given proper feedback about his job
  performance. This will enable the employee to improve his performance and
  complete the job in a proper manner
• Autonomy: Employee should be given proper autonomy required to perform the
  work. The absence of autonomy may lead to poor performance on the part of
  employees.
• Use of Abilities: The job should be designed in such a manner that an
  employee will be able to use his abilities fully and perform the job effectively.
• Variety: Absence of variety in the job assigned may lead to boredom. Adequate
  scope to variety factor should be given while designing a job.