• Work can be performed efficiently.

• Employees can gain skill and expertise.

• Facilitates the process of selecting employees as
well as decreasing training requirements.
• Allows managers to supervise more employees.

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 JOB DESIGN
JOB DEPTH
-the extent to which an individual
can control his/her work.
-job depth is low when management
sets standards, organizes the work to
the last detail, prescribes method and
supervises the work closely
-job depth is high if after the
objectives and general rules are set,
employees are free to set their own
pace and do the job as they think best.
JOB SCOPE
-variety of task and repetition
-the number of different operations a
particular job requires and the
frequency with which the job cycle
must be repeated
-the lower the number of operations
and the greater the number of
repetitions, the lower the scope
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 Overall, the lower
the depth of the job
and the more limited
its scope , the more
specialized it is
likely to be.

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Job Characteristics
5 CORE JOB DIMENTIONS

1. Skill Variety - extent to which variety of skills and talents are required to accomplish a
task
2. Task Identity – extent to which a job, involves completion of an identifiable unit, project
or other piece of work
3. Task Significance – extent to which the task affects the work or lives of others, inside or
outside the organization
4. Autonomy – extent of the individual’s freedom on the job and discretion to schedule
tasks and determine procedures for carrying them out.
5. Feedback – extent to which the individual receives a specific information (praise, blame,
or other comments) about the effectiveness with which his or her task are
performed

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JOB ENRICHMENT
GUIDELINES
1.FORM NATURAL WORK UNITS
2.COMBINE TASKS
3.ESTABLISH CLIENT RELATIONSHIPS
4.INCREASE EMPLOYEES AIYONOMY
(VERTICAL LOADING)
5.OPEN FEEDBACK CHANNELS
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JOB SIMPLIFICATION –process of reducing/removing tasks
from existing roles in order to make them more focused to
develop improved work methods that maximize output while
minimizing expenditure and cost
JOB ENLARGEMENT –tackles dissatisfaction by increasing job
scope through extending the range of its job duties and
responsibilities generally within the same level
JOB ENRICHMENT –deals with dissatisfaction by increasing
job depth, it is also a common motivational technique used by
organizations to give an employee greater satisfaction in his
work

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JOB SATISFACTION AND
ALTERNATIVE WORK SCHEDULES
2 Versions of Alternative Work Schedules
1. Compressed Workweek – works in 4 or even 3-
day week, they work 4 days which is 10 hours
per day or 3 days which is 12 hours per day
2. Flextime –permits employees to arrange their
work hours to suit to their personal needs and
lifestyles

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USING JOB REDESIGN EFFECTIVELY
The main objective of conducting job redesigning
is to place the right person at the right job and get the
maximum output while increasing their level of
satisfaction. Using job redesign effectively can lead to:
-Increases Organization’s and Employees’ Productivity
-Brings the Sense of Belongingness in Employees
-Creates a Right Person-Job Fit
-Enhances the Quality of Work-Life

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Launch