A Productivity Problem

A Case Study Presentation related to the

Concepts of Job Design
 An Analysis

• From the case study, we notice Mr. Manohar Naidu’s focus

was only on improving the efficiency and effectiveness of the
production processes, but fail to understand that employees
are also involved in this. As a result, though he has made
automation and other facilities upgradation, but result was
negligible. To put in other words, this is Mr. Naidu ‘s poor job
design and the implications are in front of us.

• Now, WHAT IS JOB DESIGN?

 Job Design
• Here, the basic problem we identify is highly repetitive task.
The repetitive tasks are result of ineffective of job design.
• A job is more than a list of tasks that a worker has to carry out
on a regular basis.
• Managers have to plan it carefully, taking into consideration
the needs of the employee as well as employer.
• Job Design basically aims at motivating all employees to
perform in their work with commitment and enthusiasm.
(where Mr. Naidu failed)
 Basic Objectives
• Generally, emphasis is laid on developing jobs that
get the necessary work done, but they should also
contain more elements that workers like and fewer
elements that they dislike, in respect of the job.
• The basic objective is to boost employee motivation
to achieve performance standards, and to match the
skills and abilities of each worker with the job
requirements.
 Let us C… Job Characteristics
Model
• One of the most prominent job design models known as Job
Characteristics Model is developed by Richard Hackman and
Gret Oldham. It lists five key job characteristics, which
motivate worker.
1. Skill Variety
2. Task Identity
3. Task Significance
4. Autonomy and
5. Feedback
 Job Characteristic Model
 Skill Variety Indicates the level and range of skills, abilities and
talentws needed to perform a job.
 Task Identity defines clearly the identifiable tasks needed to
complete the main task.
 Task Significance indicates the influence of the job on
individuals inside the outside the organization.
 Autonomy of a job indicates the flexibility, independence and
discretion that is available to the employee in performing the
job.
 Feedback indicates the level of information given back to the
employee regarding his/her performance.
 Clever work done by Mr. Naidu
• Decided to conduct an organization-wide employee
satisfaction survey to find out why productivity had
not improved.
• Appointed external consultant to design the survey
questionnaire and analysis.
• Assured identity would not be disclosed.
• Requested them to be frank while answering the
questions.
 And the findings are…
• Employee Dissatisfaction
• Boredom job
• Tasks are highly repetitive
• No challenges
• No career development
 And the solutions are…
• To obviate the dissatisfaction among the workers and provide them with
new challenges. Decided to

Rotate the Job

 Job Rotation
• Job rotation is the surest way of keeping the employee away from
complacency and boredom of routine.
• It is difficult for an employee to sustain his interest in a given job for any
substantial length of time as humans have the tendency of outgrowing
their jobs through the learning and experience that they gain over a
period of time.
• Stimulating human mind through diversity of challenges is a sure way to
bring to forefront its creative instincts and in taking the individual and
organizational performance to a higher plane.
• This is where job rotation can prove to be a handy tool.
• A well planned job rotation program in an organization has immense
potential of positive impact on job satisfaction, engagement of people and
finally on retention of people
 outcomes of Job Rotation with respect
to the individual

• Job enrichment
• Overall development
• Intrinsic motivation to perform caused
by newer challenges
• Career development
 Job Rotation with respect to the
organization
• Leadership development
• Aligning competencies with
organizational requirements
• Lower attrition rates
• Performance improvement driven by
unique view points of new people
(Source: http://www.alagse.com/hr/hr9.php)