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Job Design

Definition:

Job design is the application of motivation theory to the way work is structured in the organization.

Herzberg’s theory:

Ø Herzberg’s theory of job design is referred to as the two-factor theory of job motivation.

Ø Two separate sets of factors influence levels of job dissatisfaction and job satisfaction (and motivation).

Ø Employee motivation factors (Motivators)

	Challenge		Recognition
			Opportunities for personal growth
	Pride in work

Absence of motivator’s leads to:

· Loss of employee initiative,

· Increased work apathy

· Cessation of employee motivation.

Ø Does not imply employees are dissatisfied with work, simply not motivated

Ø Motivators are associated with content of work; they are often labeled as intrinsic factors or satisfiers.

Ø Serious erosion in job satisfaction if motivators are absent and hygiene’s or extrinsic facts are scarce. Hygiene’s are conditions, which must exist in the context of work to maintain a condition of ‘no dissatisfaction’.

Herzberg’s principles of job design

		Give employee as much control over the mechanism of task completion as possible.
		Hold employees accountable for their performance.
	Within limits, let employees set their own work pace.
		Design jobs so employees experience accomplishment.
		Design jobs so employees learn new skills and work procedures.

Criticisms

Ø Methodological

Ø Psychological

o It is based on a theory of work motivation that is too simple

Job Characteristic Model

Six job content factors labeled as core job dimension

	Skill Variety	Extent job requires a number of different skills, talents, and abilities to accomplish task activities.
	Task Identity	Degree a job requires doing a complete task from beginning to end.
	Task Significant	Substantial and lasting influence on the lives of employees and other people
	Social Opportunities	Social contact with friends and requires interaction with others to complete the work.
	Autonomy	Personal freedom and discretion to control work activities and schedules.
	Feedback from the work itself	Job provides direct and complete information on the effectiveness of employee work behaviour.

Advantages over Herzberg

Ø More valid way of describing how employees interact psychologically with their jobs

Ø Pinpoints job content factors which may be in need of change

Ø Shows how new job designs can lead to improvements in employee motivation, job satisfaction, performance, and other valued organizational outcomes.

Job Range refers to the number of tasks an employee performs

Ø Improve employee motivation and performance. – Horizontal job loading

Ø Job rotation

Rotation to similar positions will not be much of a motivator.

Ø Job enlargement

Greater demands on employee than job rotation

Frequently requires learning new skills

Ø Cross training

Skill-based learning

Acquire new work skills

Increase workforce expertise

Create pressure on pay system

Job Depth is the amount of discretion, which a person has to select various job procedures to accomplish work.

Ø Changes which influence the planning and doing components of work. – Vertical job loading

	Direct Feedback on performance
	Opportunity to learn new skills
	Influence scheduling of work
	Job fit personality of its holder
	Control over job resources
	Personal accountability should increase

Ø Managers must improve their delegation of authority.

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