According
to “Business dictionary.com,” (n.d.) job design will be defined as the set of
opportunities and constraints structured into assigned tasks and
responsibilities that affect how an employee accomplieshes and experiences
work. Other than that, according to Morgeson & Humphrey; Parker & Wall
(2008;1998, as cited in Grant, Fried & Juillerat) states job design is the
process and outcomes of how work is structured, organized, experienced, and
enacted. There are four important parts in dob design which is job enlargement,
job enhancement, job characteristics and employee works teams.
Job enlargement will be defined as expansion
of the number of different tasks performed by an employee in single job
(Chapter 15: Job Design, 2011). For example, one auto mechanic switced from only changing oil
to changing oil, greasing, and changing tranmission fluid. This work task have
variety of services that the employee should do. This job enlargement will make
the job tasks become more interesting. However, it is require more responsive
to the higher level needs of employees by providing more variety in their job.
The employees also always view job enlargement as just adding more routine,
repetitive tasks to their already boring job.
Job enhancement is the alternative
term for job enrichment. Job enhancement will define as a job design technique
that is a variation on the concept of job enlargement (Business Dictionary.com,
2011). It adds new sources of job satisfactio by increasing level of
responsibility of the employee. It also refers to the empowerment of employees
to assume more responsibility and accountability for planning, organizing,
performing, controlling, and evaluating their own work. There are five factors
for enhance jobs and motivating employees which are achievement, recognition,
growth, responsibility and performance. For example, server in the dining area
will take immediate action when customer have complaint about the food product
or service that provided.
Job characteristics also called as
job factors. It will define as specific aspects to a job such as knowledge and
skills, mental and physical demands, and working conditions that can be
recognized and assessed (Business Dictionary.com, 2011). For example, to be a
restaurant manager should have knowledge and skills in foodservice operation
system. According to “Chapter 15 Job Design,” (2011), states job characteristics
involves increasing the amounts of skill variety, task identity, task
significance, autonomy, and feedback in a job. Skill variety, task identity and
task significance are influence the experienced meaningfulness of work.
Autonomy increase the feelings and attitudes of the employee towards their
jobs. The feedback in job will give knowledge to the employee about their
performances.
References
Grant, A.M., Fried, Y., &
Juillerat, T. (n.d.). Work matters: Job design in classic and contemporary
perspectives. Retrieved from http://www.management.wharton.upenn.edu/
Chapter 15: Job Design.
(2011). Retrieved November 1, 2011 from http://www.swlearning.com/management/
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