MN7181 People and Organisation: Principles and Practice in Global Contexts.Blog 05 HRM and Job Design .





Work Design

‘Work design is the creation of systems of work and a working environment that enhance organizational effectiveness and productivity, ensure the organization becomes a “great place in which to work” and are conductive to the health, safety, and well-being of employees’ (Armstrong , 2014).

Job Design

Job design is the organization of activities to create the optimum level of performance.
As defined by Davis (1966) job design is the ‘specification of contents, methods, and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder’.

Job design is a combination of job contents and the work methods which has been adopted in the performance of the job (Durai, 2010).

Robertson and Smith, (1985) suggest five principles of job design as follows:

-       Influence skill variety, provide opportunities for people to do several tasks and combine tasks.

-       Influence task identity, combine tasks and form natural work units.

-       Influence task significance, Inform people about the importance of the works they are doing.

-       Influence autonomy, give people independence for determining their own working systems.

-       Influence feedback; establish feedback channels to share information about job performance.

Job Design Models

Hackman - Oldham model - Very old model and it focused to core job characteristics, psychological states and employee work outcomes for designing the job. The model supported to achieve corporate performance with employee satisfaction.

Motivation Potential Score model – Employees are assessed based on created scales for each dimension and jobs are rated in according to it. If a job creates high MPS score the probability of motivation is higher. Jobs made enriched to create MPS and helped to increase motivation through skills and knowledge then employees desire to learn, develop and satisfy within the working environment.

Contingency model - Under this model Quality of Work Life identified as a significant factor. An organization gives more emphasis on the impact of work on employees, organization’s effectiveness, decision making and participation in problem-solving.

Social information processing model – This approach is depending on relatives, peers and judgment dimensions. Focus more on social cues rather than job characteristic, psychological states, and work outcome. The model explained that the managers must focus on managing social cue while planning for job design.

Socio-technical model - This model focuses on technical factors, social factors which include social and interpersonal relationships of employees and organization. Given high priority for technical and social systems achieve high-quality work life. But due to the constant change of factors and situations, it includes building natural work teams and flexible work schedules. General Motors, Volvo and General food are the companies who practiced this model and achieve many benefits using it.
Employee development programme model - This model emphasizes not only technical, social aspects and processes but also focus on employee development. It incorporated with alcoholism treatment, genetic monitoring, none discrimination direction, discipline and responsibility

Whatever the model chosen by organizations for a job designing in modern world organizations must pay more attention to improve employee’s quality of work life continuously. If organizations failed to design jobs properly that’s mean they already planned to fail.

References:

Armstrong, 2014. Armstrong’s Handbook of Human Resource Management Practice. London: Koganpage.

Davis, L. E. (1966) ‘The design of jobs’, Industrial Relations, p. 6.

Robertson, I. T. and Smith, M. (1985) ‘Motivation and Job Design’, Institute of Personnel Management, London.

Durai, P. (2010) ‘Human Resource Management’, New Delhi: Pearson Education.

http://www.shareyouressays.com/knowledge/6-important-job-design-models-designed-by-various-authors/93147


Comments

Post a Comment

Popular posts from this blog

MN7181 People and Organisation: Organizational culture. Blog 09

Image
Organization Culture The culture of the organization impacts to every stage of organizations functioning and how its work gets done. Organizations culture is defined by different scholars as follows. Schein.E (1992) defined about culture as a pattern of sharing basic values and expectations that the organization has learned and is considered as valid and to be introduced to new members as it is the correct way to perceive. In according to Schein (2004) he explained culture as a dynamic force which plays an important role in the organization, an employee engaging with collaborating as it is designed up by the employees and management movements, attitudes and behaviors. Every organization has its own inherent culture includes a combination of different values, norms personalities, traditions, feelings, perceptions, believes and goals. Those Values and beliefs create employee's connection and relationships with each other and then employees feel str...
Read more

(MN7181) People and Organisation: Principles and Practice in Global Contexts - Blog 04 Employee Relations and Psychological Contracts.

Image
Employee relations and psychological contracts Employer-Employee Expectation In according to (Armstrong,2017) In any organization employees have a different type of expectations from his employer such as treat them reasonably, fairly, and consistency base on justice, providing good working conditions, health and safe environment, job security and recognition for their job. Not only them but also employer have some expectations from his employees such as well perform their duties and task, respect to organization policy and procedures, maintain trust and honesty and etc.. As per the (Henderson,2017) If an employer feels that employees performance are not satisfied he has the right to take appropriate actions against it and on the other hand if an employee feels that his expectations are not met he has the right to peruse for grievances. Understanding the expectations of both parties create good employee-employer relations within the organization. The meaning of empl...
Read more

PERFORMANCE MANAGEMENT IN ORGANIZATIONS - Blog 06.

Image
Perf ormance Management Performance is the Behavior that accomplishes results (Brumbach 1988, cited in Armstrong 2014, p.334). Performance Management can be identified as a process of Human Resource Management (HRM), as it involves with an assessment of the current and previous performance of an employee, a specific team or within the whole organization. Performance Management is a complex process and base for many practices related to HR such as the need for training,  recruitment, career development, rewarding, etc. (Slavić, et al., 2013) . According to CIPD viewpoint, PM is an activity engages with a set of processes which aims to maintain and improve performance in line with organizational objectives. It ’s operational, the aim is to ensure that employees are contributing to business objectives positively (CIPD, 2017). Cappelli &Tavis (2016), explained that current changes in performance Management are an outcome of changing strategic...
Read more