Learn Key Points For Job Design In The Workplace


    Learn Key Points For Job Design in The Workplace. The first piece of design work in the workshop collective should be visioning, asking the people to imagine where they want to go. In building consensus, you always want to establish and expand on the common ground, not search out and hammer on the differences. The next step is to let the people do some imagination stretching on a low-risk design task and get their propensity for nitpicking out of the way.

    Job design is a core function of human resource management and it is related to the specification of contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee.

    Like any other design industry, workplace design is subject to trends, with one of the biggest trends in recent decades being for open-plan offices. … The best workplace designs focus on creating environments people can do their jobs effectively in, not on building employees’ dream office or following the latest fashion.

    Interior Design Suggestions in The Workplace:

    Here we look at how office design affects employees. Spaces that maximize natural light through large windows make people feel happier and healthier than dark spaces with artificial light. Natural light results in less absenteeism, reduced stress, fewer illnesses, and increased employee productivity and alertness.

    Key Points for Job Design:

    • The key inputs for a strong job design are a task, motivation, resource allocation, and a compensation system.
    • Taylorism, or scientific management, is the original job-design theory. It stresses the standardization of tasks and proper training of workers to administer the tasks for which they are responsible.
    • The Socio-Technical Systems Approach is a theory that maps the evolution of individual work to workgroups. The organization itself is structured to encourage group autonomy and productivity.
    • The Core Characteristics Model connects job characteristics to the psychological states that the worker brings to the job. It emphasizes designing jobs so that they lead to desired outcomes.
    • Taking into account these various theoretical models, job design is best described as specifying a task with enough context to communicate clearly and concisely what is expected of a given employee.

    Employee Motivation.

    The jobs should be designed in such a way that it motivates the employees to execute it in the best possible manner.

    Job designs that increase employee access, comfort and flexibility are likely to influence motivation and productivity positively. Job design specifies the work content, i.e., tasks and functions, methods of work, the skills, knowledge, and abilities required for performing the jobs, the interrelationship between the jobs, and the rewards the employees will get on the completion of the job.

    Job design determines the responsibility of an employee, the authority he enjoys over his work, his scope of decision-making, and eventually, his level of satisfaction and his productivity. Job satisfaction and productivity are interrelated and inter-dependent. Job design also has an effect on the relationships in a group and the productivity of the group.

    Every leader should learn key points for job design in the workplace.

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