1. JOB DESIGN,

2. JOB DESIGN Job design is a way of organising tasks, duties and responsibilities into a productive unit of the work. An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.

3. The engineering approach The engineering approach, developed by F.W.Taylor, was built around certain well-known principles

4. Principles of scientific management Work should be scientifically studied  Work should be arranged so that workers can be efficient  Employees selected for work should be matched to the demands of the job  Employees should be trained to perform the job  Monetary compensation should be used to reward successful completion of the job Problems with the engineering approach  Repetition  Little social interaction  No input

5. The human relations approach The human relations approach recognised the need to design jobs in an interesting manner. According to Herzberg, employees will be more satisfied with their jobs, if motivators such as achievement, recognition, autonomy, growth etc are introduced into the job content. The job characteristics approach According to Hackman and Oldham, employees will work hard when they are rewarded for the work they do and when the work gives them satisfaction. Hence, they suggested that motivation, satisfaction and performance should be integrated into the job design.

6. Core job dimension According to Hack and Oldham, any job can be described in terms of five core job dimensions:  Skill variety  Task identity  Task significance  Autonomy  Feedback The model states that core job dimensions are more rewarding when individuals experience three psychological states in response to job design.

7. 1. Skill variety: The degree to which a job entails a variety of different activities, which demand the use of a number of different skills and talents by the jobholder 2. Task identity: The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome 3. Task significance: The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment 4. Autonomy: The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out 5. Feedback: The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance

8. Job characteristics model

9. Socio-technical approach According to this approach, jobs should be designed by taking a systems view of the entire job situation, including physical and social environment.

10. BASIS FOR JOB DESIGN

11. Techniques For Designing Jobs  Job simplification: Here jobs are divided into smaller components and subsequently assigned to workers as whole jobs  Job enlargement: it increases task variety by adding new tasks of similar difficulty to a job:  Job rotation: systematic shifting of employees among jobs involving tasks of similar difficulty;  Job enrichment: Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work more rewarding or satisfying. Providing opportunities for achievement, recognition, growth, responsibility, and performance.