Human Resources Presentation on Job Sturcturing

1. JOB STRUCTURING
Professor Carrie G. Donald

2. I. Job Structuring
• Definition: a strategic management
activity involving the formal definitions
of tasks and jobs and authority
delegations so organizational goals
are accomplished
• Job structuring is accomplished
through job descriptions and job
specifications

3. II. Job Structuring Purposes
• To assure that tasks are properly
assigned so that goals are
accomplished
• To prevent task duplication or task
redundancy
• To prevent unnecessary conflicts
among employees in different jobs
concerning who is to perform a task
• To establish a hierarchical ordering of
jobs so lines of formal authority and
communication are established

4. III. Job Structuring and Organizational
Behavior
• Organizational behavior: employee
responses to planned and unplanned
stimuli
• Extrinsic rewards
• Intrinsic rewards

5. IV. Job Specialization
• Job specialization: the degree to
which the overall task of the
organization is broken down and
divided into smaller parts
• Job specialization saves time &
money
• However, workers may become bored
& dissatisfied
• Overspecialization should be avoided

6. V. Job Structuring
Strategies
• A. Ergonomics
• B. Job Rotation
• C. Job Enlargement

7. Job Structuring
Strategies
• D. Job Enrichment
• E. Job Characteristics Approach

8. Job Structuring
Strategies
• F. Work Teams
– Groups of employees may design their
own work systems, assign tasks, monitor
performance, etc.
• G. Quality of Work life (QWL)
• www.sas.com
• www.mbna.com
• www.fortune.com
– Employee opinion surveys; quality circles;
feedback sessions

9. VI. Employee Scheduling
Methods
• Employee Scheduling: the arrangement of
work hours and off-days
• A. Flextime—employees are allowed to begin and end
their workday within a range of hours; employees
must be at work during a “core time”
• B. Compressed Workweeks
• C. Special Weekend Schedules
• D. Reducing 40-Hour Work Week

10. Employee Scheduling
Methods
• E. Job Sharing
• F. Part-Time Employment
• G. Homework & Telecommuting
• H. Shift Scheduling

11. VII. Job Structuring for the Disabled
• The Americans with Disabilities Act
and the Rehabilitation Act:
– Prohibit discrimination
– Require employers to structure jobs so
that the disabled can be reasonably
accommodated
– Reasonable accommodations

12. VIII. Jobs and Positions
• Job: a collection of tasks grouped
together in a formal assignment with a
unique title and performed by one or
more employees
• Position: the number of each type of
job

13. IX. Job Descriptions
• A job description has four basic parts:
– 1. Job title
– 2. One-sentence summary
– 3. Detailed definition of tasks
– 4. The job specifications
• Description of tasks:
– Element
– Task

14. X. Job Specifications
• Job Specifications: explain the
qualifications a person must possess
to perform the tasks of a job
• Knowledge, Skills, Abilities, Training,
Education, and Experience

15. XI. Glossary
• Job structuring
– Strategic management activity involving
the formal definitions of tasks and jobs
and authority delegations so
organizational goals are accomplished
• Organizational behavior
– Employees respond to planned and
unplanned stimuli