2. Job design integrates work content, rewards and the
qualifications required for each job in a way that meets
the needs of employees and the organization.
3. Traditional Job design
Taylors’ scientific management
1. Time study
2. Motion study
3. Fatigue study
4. Motivational Job Design
Core job characteristics
Skill variety, Task identity, Task significance
Autonomy, Feedback
Psychological characteristics
Meaningfulness, Responsibility, Knowledge of result
Personal and work outcomes
MPS = skill variety + task identity + task significance
3
5. Mechanism of Job Design
No of Variety of task of Variety of tasks of
Tasks similar nature different nature
Few tasks of similar Few tasks of different
nature nature
Task complexity
7. Job Enrichment
Job Enrichment Job Enrichment + Job
Focus of Enlargement
Depth
Routine Job Job Enlargement
No. of Task
8. Difference b/w enlargement and
enrichment is based upon
Nature of job
Objective
Skill Requirement
Direction and Control
Benefits
Limitation
9. To give the means, ability and authority
Various approaches:
1. Helping
2. Allowing more control
3. Providing success role model
4. Social role model
10. Empowerment process
Recalling Depowering and empowering experiences
Discussing reasons for depowerment
Choosing one issue at a time
Identifying potential power bases
Developing and implementing action plans
11. Barriers of empowerment
Organizational structure
Tight control system
Inadequate delegation of authority
12. Degree to which members of an organization are able
to satisfy important personal needs through their
experiences in the organization
13. Common approaches
1. Flexibility in work schedule
2. Autonomous Work Group
3. Job Enrichment
4. Opportunity for growth
5. Participation
6. communication
14. Effects of QWL
Job involvement
Sense of competence
Job satisfaction
Job performance and productivity