Job Design In The Industrial Sector Management Essay

Job design is the specification of the contents, method and relation- ships of occupations to fulfill technological and organisational demands every bit good as the personal demands of occupation holders.

Its aim is to develop occupation constructions that meet the demands of the organisation and its engineering and that satisfy the job- holder ‘s personal and single demands.

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The aims of occupation design

There are chiefly 7 public presentation aims in the design of work system or occupation. These parametric quantities serve as the markers for the occupation design.

1. Quality

The ability of staff to bring forth high-quality merchandises and services can be affected by occupation design. This includes avoiding mistakes in the short term, but besides includes planing occupations which encourage staff to better the occupation itself in such a manner as to do mistakes less probably.

2. Speed

Sometimes velocity of response is the dominant aim to be achieved in occupation design. For illustration, the manner in which the occupations of exigency service forces are organised ( the scope of undertakings for which they are trained, the sequence of activities in their sanctioned processs, the liberty which they have to make up one’s mind on appropriate action, and so on ) will travel a long manner to find their ability to react quickly to exigencies and possibly salvage lives.

3. Dependability

Reliable supply of goods and services is normally influenced, in some manner, by occupation design. For illustration, in the postal services ‘ working agreements, multi-skilling, accurate usage of screening equipment through good staff-machine interface design, and the ‘design ‘ of postal staff ‘s vesture, can all assistance reliable bringing of letters and packages.

4. Flexibility

Job design can impact the ability of the operation to alter the nature of its activities. New merchandise or service flexibleness, mix flexibleness, volume flexibleness and bringing flexibleness are all dependant to some extent on occupation design. ( See Chapter 2 for a full description of these different types of flexibleness ) . For illustration, staffs who have been trained in several undertakings ( multi-skilling ) may happen it easier to get by with a broad assortment of theoretical accounts and new merchandise or service debuts.

5. Cost

All the elements of occupation design described supra will hold an consequence on the productiveness, and hence the cost, of the occupation. Productivity in this context means the ratio of end product to labor input: for illustration, the figure of clients served per hr or the figure of merchandises made per worker.

In add-on, occupation design will act upon two other peculiarly of import aims.

6. Health and safety

Whatever else a occupation design achieves, it must non jeopardize the wellbeing of the individual who does the occupation, other staff of the operation, the clients who might be present in the operation, or those who use any merchandises made by the operation.

7. Quality of working life

The design of any occupation should take into history its consequence on occupation security, intrinsic involvement, and assortment, chances for development, emphasis degree and attitude of the individual executing the occupation.

Job Design Decisions:

The determinations taken will take into consideration:

1. Quality control as portion of the worker ‘s occupation. Besides known as “ Quality at the beginning ” , quality control is linked with the construct of authorization. Authorization, in bend, refers to workers being given authorization to halt a production line if there is a quality job, or to give a client an on-the-scene refund if service was non satisfactory.

2. Cross-training workers to execute multi skilled occupations. As companies downsize, the staying work force is expected to make more and different undertakings.

3. Employee engagement and squad attacks to planing and forming work. This is a cardinal characteristic in entire quality direction ( TQM ) and uninterrupted betterment attempts. In fact, it is safe to state that virtually all TQM plans are team based.

4. “ Informating ” ordinary workers through electronic mail and the Internet, thereby spread outing the nature of their work and their ability to make it. In this context, information is more than merely automatizing work-it is revising work ‘s cardinal construction. Northeast Utilities ‘ computing machine system, for illustration, can nail a job in a service country before the client service representative answers the phone. The rep uses the computing machine to trouble-shoot serious jobs, to weigh chances that other clients in the country have been affected, and to despatch fix crews before other calls are even received.

5. Extensive usage of impermanent workers. Manpower, a company specialising in supplying impermanent employees, has over 1.9 million impermanent employees worldwide on its paysheet.

6. Automation of heavy manual work. Examples abound in both services ( one-man rubbish pickup trucks ) and fabrication ( robot spray painting on car lines ) . These alterations are driven by safety ordinances every bit good as economic sciences and forces grounds.

7. Most of import of all, organisational committedness to supplying meaningful and honoring occupations for all employees. Companies featured on Fortune magazine ‘s “ 100 Best Companies to Work For ” usage originative agencies to maintain employees satisfied, and offer generous rupture and compassion when cuts must be made ( see for the current list of companies ) .

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Behavioral Considerations in Job Design:

1. Degree of Specialization:

Specialization of labour is the two-edged blade of occupation design. On one manus, specialisation has made possible high-velocity, low-priced production, and from a mercenary point of view, it has greatly enhanced our criterion of life. On the other manus, utmost specialisation ( as we see in mass-production industries ) frequently has serious inauspicious effects on workers, which in bend are passed on to direction.

2. Job Enrichment:

Job enlargement by and large entails seting a specialised occupation to do it more interesting to the occupation holder. A occupation is said to be enlarged horizontally if the worker performs a greater figure or assortment of undertakings, and it is said to be enlarged vertically if the worker is involved in planning, forming, and inspecting his or her ain work. Horizontal occupation expansion is intended to antagonize simplism and to allow the worker to execute a “ whole unit of work. ” Vertical expansion ( traditionally termed occupation enrichment ) attempts to broaden worker ‘s ini¬‚uence in the transmutation procedure by giving them certain managerial powers over their ain activities.

3. Sociotechnical Systems:

Consistent with the occupation enrichment doctrine but concentrating more on the interaction between engineering and the work group is the sociotechnical systems attack. This attack attempts to develop occupations that adjust the demands of the production procedure engineering to the demands of the worker and work group.

Physical Considerations in Job design:

Beyond the behavioural constituents of occupation design, another aspect warrants consideration: the physical side. Indeed, while motive and work group construction strongly ini¬‚uence occupation public presentation, they may be of secondary importance if the occupation is excessively demanding from a physical ( or “ human factors ” ) point of view. One attack to integrating the physical costs of moderate to heavy work in occupation design is work physiology. Pioneered by Eastman Kodak in the sixtiess, work physiology sets work-rest rhythms harmonizing to the energy expended in assorted parts of the occupation. For illustration, if a occupation entails thermal outgo above five Calories per minute ( the rough baseline for sustainable work ) , the needed remainder period must be or transcend the clip exhausted working. Obviously, the harder the work, the more frequent and longer the remainder periods.

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Approachs to Job Design:

Mechanistic Job design Approach:

This attack stems from the scientific-management school of idea, clip and gesture survey, and work simplification and specialisation. Its primary scientific footing is authoritative industrial technology. ( The term classic is used because many modern-day authors include a assortment of occupation design attacks under the label of industrial technology. )

1. Job specialisation: Is the occupation extremely specialized in footings of purpose and/or activity?

2. Specialization of tools and processs: Are the tools, processs, stuffs, etc. used on this occupation extremely specialized in footings of intent?

3. Undertaking simplification: Are the undertakings simple and unsophisticated?

4. Individual activities: Does the occupation require the officeholder to make merely one undertaking at a clip? Does it non necessitate the officeholder to make multiple activities at one clip or in really close sequence? 5. Job simplification: Does the occupation require comparatively small accomplishment and preparation clip?

6. Repeat: Does the occupation require executing the same activity or activities repeatedly?

7. Spare clip: Is there really small trim clip between activities on this occupation?

8. Automation: Are many of the activities of this occupation automated or assisted by mechanization

The above Questions present what one might inquire to find whether a occupation fits the mechanistic attack. Jobs high in mechanistic characteristics can be staffed by about anyone, and preparation clip is typically really abruptly. Because mental demands are minimum, emphasis and overload are improbable. Mistakes are less common because errors are less likely to happen.

The disadvantages of the mechanistic attack include less satisfied, less motivated employees and higher absenteeism. Sometimes mechanistic work can take to wellness ailments and hurts caused by the physical wear and the sloppiness that can ensue from extremely insistent and machine- paced work. Many occupations would acquire a low mark on the mechanistic attack inquiries merely because of their inefficient nature. Such occupations include many gross revenues and negociating places, which have a less than optimum chance of success.

Motivational Approach:

Its footing is organisational psychological science.

1. Autonomy: Does the occupation allow freedom, independency, or discretion in work programming, sequence, methods, processs, quality control, or other determinations?

2. Intrinsic occupation feedback: Make the work activities themselves provide direct, clear information about the effectivity ( in footings of quality and measure ) of occupation public presentation?

3. Extrinsic occupation feedback: Make other people in the organisation ( such as directors and coworkers ) provide information about the effectivity ( in footings of quality and measure ) of occupation public presentation?

4. Social interaction: Does the occupation provide for positive societal interaction ( such as teamwork or coworker aid ) ?

5. Task/goal lucidity: Are the occupation responsibilities, demands, and ends clear and specific?

6. Undertaking assortment: Does the occupation have a assortment of responsibilities, undertakings, and activities?

7. Undertaking individuality: Does the occupation require completion of a whole and identifiable piece of work? Does it give the officeholder a opportunity to make an full piece of work from get downing to stop?

8. Ability/skill-level demands: Does the occupation necessitate a high degree of cognition, accomplishments, and abilities?

9. Ability/skill assortment: Does the occupation necessitate a assortment of types of cognition, accomplishments, and abilities?

10. Undertaking significance: Is the occupation important and of import compared with other occupations in the organisation?

11. Growth/learning: Does the occupation allow chances for larning and growing in competency and proficiency?

12. Promotion: Are there chances for promotion to higher-level occupations?

13. Accomplishment: Does the occupation provide for feelings of accomplishment and undertaking achievement?

14. Engagement: Does the occupation allow engagement in work-related determination devising?

15. Communication: Does the occupation provide entree to relevant communicating channels and information flows?

16. Pay adequateness: Is the wage for this occupation equal compared with the occupation demands and pay for similar occupations?

17. Recognition: Does the occupation provide recognition and acknowledgment from others?

18. Job security: Do officeholders on this occupation have a high grade of occupation security?



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