JOB DESIGN AND ERGONOMICS RELEVANT TO OPERATIONS
Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve a certain objective .It specifies the content of each job and determine how work is distributed within the organization. Job design integrates work content( tasks functions and relationships), the extrinsic and intrinsic rewards and the qualification required (skills ,knowledge and abilities) for each job in a way that meets the needs of employees and the organization.
The design of jobs has a critical impact on organization and employee objectives .from the organization’s perspective, the way tasks and responsibilities are grouped can affect productivity and costs. Jobs that are not satisfying or are too demanding , are difficult to fill Boring jobs may experience higher turnover. For an employee, motivation and job satisfaction are affected by the match between job factors (content ,qualifications and rewards) and personal needs. Therefore, the thoughtful design of jobs can help both the organization and its employees achieve their objectives.
Jobs are more than a collection of tasks recorded to a job analysis schedule and summarized in a job description. jobs are the foundation of organizational productivity and employee satisfaction. How well jobs are designed will play an increasingly important role in the success , even survival of any organization .As the number of new workers coming into the labor market slows and international competition increases, well designed jobs will become even more important in attracting and retaining a motivated workforce, which is capable of producing quality products and services .It may be stated that ,poorly designed jobs may lead to lower productivity ,low employee turnover, absenteeism ,complaints, sabotage, unionization and other problems
Objectives of Job design
A job is along term assignment of tasks by means of which a person is able to contribute to the effectiveness of an organization. A firm depends on its employees for success .Anything that affects the employee’s job performance should therefore be of interest to management.
The three main objectives that a manger tries to realize in specifying jobs are—
1. Technical feasibility
2. Economic feasibility
3. Behavioral feasibility
Technical feasibility
A job is asset of tasks or duties assigned to be performed .The person who holds the job must be capable of performing the assignment with the equipment and system available and the job must take the necessary transformation of inputs into outputs.A job must not be beyond the reasonable limits of a person’s skills or physical and mental endurance .Proper selection of processes and equipment as well as proper training of employees helps ensure technical feasibility.
Economic Feasibility
The cost of performing the job should not be too high .Since many businesses must perform in a competitive environment ,they are subject to some pressure ,to keep prices at reasonable levels.
Behavioral feasibility
Some characteristics of a job may affect the job-holders’ perception of themselves ,their perception of others and their relationships with others. The feelings that people desire from a job affect their motivation to perform it. Since a job is often more than just a set of mechanical motion to be performed ,it requires motivation and mental stimulation if it is to be performed ,successfully .Beyond the individual, jobs carry with them ,social interaction that may lead to group reaction .Informal organizations or work groups have a large impact on the effectiveness of an organization .Attitudes are contagious and peer relations or peer pressure may be responsible for many of the motivational reactions of workers.
An organization must achieve economic feasibility in order to survive .This may make it necessary to stress technical efficiency at the expenses of employee satisfaction and motivation .Jobs must be made satisfying to add to the workers’ motivation so that there is no reduction inefficiency and perhaps even an improvement in quality and cost performance.
Behavioral scientists and managers strive to seek answers to the question of how to achieve optimal designs that balance technical objectives and social or behavioral objectives
One promising approach is the social-technical-systems approach because it involves the inter-relationships between the social needs of workers and the technical needs of the task to be performed. All the above aspects if considered and followed may very well satisfy the needs of employer as well as employees.
From India, New Delhi
7Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve a certain objective .It specifies the content of each job and determine how work is distributed within the organization. Job design integrates work content( tasks functions and relationships), the extrinsic and intrinsic rewards and the qualification required (skills ,knowledge and abilities) for each job in a way that meets the needs of employees and the organization.
The design of jobs has a critical impact on organization and employee objectives .from the organization’s perspective, the way tasks and responsibilities are grouped can affect productivity and costs. Jobs that are not satisfying or are too demanding , are difficult to fill Boring jobs may experience higher turnover. For an employee, motivation and job satisfaction are affected by the match between job factors (content ,qualifications and rewards) and personal needs. Therefore, the thoughtful design of jobs can help both the organization and its employees achieve their objectives.
Jobs are more than a collection of tasks recorded to a job analysis schedule and summarized in a job description. jobs are the foundation of organizational productivity and employee satisfaction. How well jobs are designed will play an increasingly important role in the success , even survival of any organization .As the number of new workers coming into the labor market slows and international competition increases, well designed jobs will become even more important in attracting and retaining a motivated workforce, which is capable of producing quality products and services .It may be stated that ,poorly designed jobs may lead to lower productivity ,low employee turnover, absenteeism ,complaints, sabotage, unionization and other problems
Objectives of Job design
A job is along term assignment of tasks by means of which a person is able to contribute to the effectiveness of an organization. A firm depends on its employees for success .Anything that affects the employee’s job performance should therefore be of interest to management.
The three main objectives that a manger tries to realize in specifying jobs are—
1. Technical feasibility
2. Economic feasibility
3. Behavioral feasibility
Technical feasibility
A job is asset of tasks or duties assigned to be performed .The person who holds the job must be capable of performing the assignment with the equipment and system available and the job must take the necessary transformation of inputs into outputs.A job must not be beyond the reasonable limits of a person’s skills or physical and mental endurance .Proper selection of processes and equipment as well as proper training of employees helps ensure technical feasibility.
Economic Feasibility
The cost of performing the job should not be too high .Since many businesses must perform in a competitive environment ,they are subject to some pressure ,to keep prices at reasonable levels.
Behavioral feasibility
Some characteristics of a job may affect the job-holders’ perception of themselves ,their perception of others and their relationships with others. The feelings that people desire from a job affect their motivation to perform it. Since a job is often more than just a set of mechanical motion to be performed ,it requires motivation and mental stimulation if it is to be performed ,successfully .Beyond the individual, jobs carry with them ,social interaction that may lead to group reaction .Informal organizations or work groups have a large impact on the effectiveness of an organization .Attitudes are contagious and peer relations or peer pressure may be responsible for many of the motivational reactions of workers.
An organization must achieve economic feasibility in order to survive .This may make it necessary to stress technical efficiency at the expenses of employee satisfaction and motivation .Jobs must be made satisfying to add to the workers’ motivation so that there is no reduction inefficiency and perhaps even an improvement in quality and cost performance.
Behavioral scientists and managers strive to seek answers to the question of how to achieve optimal designs that balance technical objectives and social or behavioral objectives
One promising approach is the social-technical-systems approach because it involves the inter-relationships between the social needs of workers and the technical needs of the task to be performed. All the above aspects if considered and followed may very well satisfy the needs of employer as well as employees.
From India, New Delhi
Hi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Apart from that, you also ref more information at: Job design books
Best regards
From Vietnam, Hanoi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Apart from that, you also ref more information at: Job design books
Best regards
From Vietnam, Hanoi
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JOB DESIGN & JOB ANALYSIS.ppt
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