Job DesignJob Design

Slides by Jill NicholsonSlides by Jill Nicholson

OverviewOverview

• What is Job Design?What is Job Design?• Elements of Job DesignElements of Job Design• Five Core Job CharacteristicsFive Core Job Characteristics• Approaches to Job DesignApproaches to Job Design• Tools of Job DesignTools of Job Design• Current TrendsCurrent Trends• SummarySummary

What is Job Design?What is Job Design?

• The organization of activities to The organization of activities to create the optimum level of create the optimum level of performance.performance.

Elements of Job DesignElements of Job Design

• Task AnalysisTask Analysis

• Worker AnalysisWorker Analysis

• Environmental AnalysisEnvironmental Analysis

Task AnalysisTask Analysis

• DeterminesDetermines

– What tasks will be doneWhat tasks will be done

– How each task will be doneHow each task will be done

– How the tasks fit together to form a How the tasks fit together to form a jobjob

Worker AnalysisWorker Analysis

• DeterminesDetermines

– Capabilities the worker must possessCapabilities the worker must possess

– Responsibilities the worker will haveResponsibilities the worker will have

Environmental AnalysisEnvironmental Analysis

• Used to analyze physical Used to analyze physical environment including:environment including:– LocationLocation– LightingLighting– TemperatureTemperature– NoiseNoise– VentilationVentilation

Five Core Job Five Core Job CharacteristicsCharacteristics

• Skill VarietySkill Variety• Task IdentityTask Identity• Task SignificanceTask Significance• AutonomyAutonomy• Job FeedbackJob Feedback

Approaches to Job DesignApproaches to Job Design

• Scientific ManagementScientific Management• Behavioral ApproachBehavioral Approach

– Job EnlargementJob Enlargement– Job EnrichmentJob Enrichment– Job RotationJob Rotation

• Social Technical SystemSocial Technical System

Scientific ManagementScientific Management

• Advantages of specializationAdvantages of specialization– Simplifies trainingSimplifies training– High ProductivityHigh Productivity– Low wage costsLow wage costs

• Disadvantages of specializationDisadvantages of specialization– Difficult to motivate qualityDifficult to motivate quality– Worker dissatisfactionWorker dissatisfaction

Job EnlargementJob Enlargement

• AdvantagesAdvantages

– Increase scopeIncrease scope

• DisadvantagesDisadvantages

– No challengeNo challenge

Job EnrichmentJob Enrichment

• AdvantagesAdvantages

– Lower Staff turnoverLower Staff turnover

– Less absenteeismLess absenteeism

Job RotationJob Rotation

• AdvantagesAdvantages

– Reduces BoredomReduces Boredom

– Broadens experiencesBroadens experiences

– Gives broad understandingGives broad understanding

Job Rotation continuedJob Rotation continued

• DisadvantagesDisadvantages

– Increased training costsIncreased training costs

– Reduced productivityReduced productivity

– Demotivates specialistsDemotivates specialists

Social Technical SystemSocial Technical System

• Job should be reasonably Job should be reasonably demandingdemanding

• Employee should be able to Employee should be able to continue learning on the jobcontinue learning on the job

• Employees need recognition in Employees need recognition in work placework place

• Employees need to relate what Employees need to relate what they produce to their social lifethey produce to their social life

Tools of Job DesignTools of Job Design

• Process FlowchartProcess Flowchart• Motion StudyMotion Study• Work measurementWork measurement

– Stopwatch time studyStopwatch time study– Standard elemental timesStandard elemental times– Work SamplingWork Sampling– Learning CurveLearning Curve

Process Flow Chart Process Flow Chart ExerciseExercise

• Divide into groups of 3 or 4Divide into groups of 3 or 4

• Make a flow chart for the following Make a flow chart for the following processprocess

Process Flow Chart Process Flow Chart ExerciseExercise

QuickCopy Store does copying jobs for QuickCopy Store does copying jobs for walk-in customers. When a customer walk-in customers. When a customer comes in with a copy job, a desk operator comes in with a copy job, a desk operator fills out a work order (name, number of fills out a work order (name, number of copies, quality of paper, and so on) and copies, quality of paper, and so on) and places it in a box. An operator places it in a box. An operator subsequently picks up the job, makes the subsequently picks up the job, makes the copies, and returns the completed job to copies, and returns the completed job to the cashier, where the job transaction is the cashier, where the job transaction is completed. (Russell and Taylor, completed. (Russell and Taylor, Operations Management)Operations Management)

AnswerAnswer

Process Description Process SymbolsDesk Operator fills out work orderWork order placed in "waiting job" boxJob picked up by operator and readJob carried to appropriate copy machineOperator waits for machine to vacateOperator loads paperOperator sets machineOperator performs and completes jobOperator inspects job for irregularitiesJob filed alphabetically in completed work shelvesJob waits for pickupJob moved by cashier for pickupCasheir completes transaction Cashier packages job (bag, wrap, or box)

OperationTransportationInspectionDelayStorage

Current Trends in Current Trends in Job DesignJob Design

• FlextimeFlextime

• Compressed WorkweekCompressed Workweek

• Job SharingJob Sharing

• TelecommutingTelecommuting

SummarySummary

• Job design can help your firm find the Job design can help your firm find the most efficient way to operate most efficient way to operate

• Job design can improve the quality of Job design can improve the quality of work life and satisfaction for your work life and satisfaction for your employees.employees.

• This leads to a smoother running, more This leads to a smoother running, more profitable businessprofitable business

BibliographyBibliography

• Russell, Roberta S. and Bernard W. Russell, Roberta S. and Bernard W. Taylor. Taylor. Operations Management.Operations Management. Prentice Hall, Inc., 2000.Prentice Hall, Inc., 2000.

• Chapter 6-Job Design. Internet Chapter 6-Job Design. Internet http://www.pittstate.edu/mgmkt/chapterhttp://www.pittstate.edu/mgmkt/chapter6spol.html6spol.html. 3/7/2001 . 3/7/2001

• Job Design and Motivation. Internet Job Design and Motivation. Internet http://www.shef.ac.uk/uni/companies/mshttp://www.shef.ac.uk/uni/companies/msmu/jobdesignmotivation.htmmu/jobdesignmotivation.htm. 12/4/1998. 12/4/1998

Bibliography continuedBibliography continued

• Job Design and Work Arrangements. Job Design and Work Arrangements. Internet. Internet. http://mars.http://mars.wnecwnec..eduedu/~/~achelteachelte/grad7outline./grad7outline.htmhtm. .