Job Design and Redesign

Job design is the process of organizing work into the tasks required to
perform a specific job. Job design involves the conscious efforts to organize tasks,
duties and responsibilities into a unit of work to achieve certain objectives.

Job redesign is done to reorganize the task, duties, and responsibilities for
making it more satisfactory from human as well as organization's benefit point of view.

Restructuring the elements including tasks, duties and responsibilities of a

specific job in order to make it more encouraging and inspiring for the employees or
workers is known as job redesigning. 
 Techniques of job redesign

1. Job Simplification means that the variety and difficulty of task

performed by a single person are reduced.
2. Job Rotation means moving employees from job to job to
give them greater variety of task so that to help preventing
Boredom.
3. Job Enlargement is an expansion of the number of different
task performed by an employee. Each employee has to be
able to perform a greater number of task.
4. Job Enrichment More advanced technology tends to cause Job
Enrichment meaning that the job provides greater
responsibility, recognition and opportunities for growth and
development.
“Job Enlargement is the process of
combining the two or more specialized
tasks in a workflow sequence into a
single job”
-Kreiner
“It means enlarging the scope of the
job by adding the similar tasks
without enhancing responsibility”
-Koontz and O'Donnell
3
 Advantages/Importance of Job Enlargement

• Job satisfaction
• Less employees turnover
• Less absenteeism
• Full utilization of
abilities
• Increased productivity
• More salary
• Reduction in cost
Limitations of Job Enlargement
• Changed job design
• More expenditure in training
• Resistance to change
• Less productivity in initial stage
• Demand for more remuneration
• All jobs are not interesting
• Exploitation of workers
 Job Enrichment

“Job enrichment refers to the vertical

expansion of the job. It increases the
degree to which the worker controls the
planning, execution and evaluation of his
or her work”
-Stephen p Robins

“Job enrichment adds the depth to a job

by giving workers more control, responsibility
and discretion over how their job is
 performed”
6 - Davis
 Characteristics of an Enriched Job

Direct Communication
Personal Accountability
Authority

Control Scheduling of
Unique Own work
over
7 Experience
Resources
 8

 The concept of job enrichment

was developed by Fredrik
Herzberg in the 1950s.

 Job enrichment involves

providing an employee with
more responsibility for a job
and
challenges the individual’s skills
at work.

 Enrichment involves increasing the

decision-making authority and
encouraging the employee with
tasks.
 9

Jr•b Enrichment means

Have
Greater

new
H
Knowledge
JOB
which
Have

Responsibility
 10

The characteristics or features of job

enrichment are:-
• Nature of Job : Job enrichment is a vertical
expansion of the job.
• Objective : The objective of Job
enrichment is to make the job more
lively and challenging.
• Positive Results : Job enrichment gives
positive results if the workers are highly
skilled.
• Direction and Control : Job enrichment
encourages self-discipline.
 11

The importance or merits or advantages of job enrichment

are:-
 Job enrichment is useful to both the workers and
the organization.
 The worker gets achievement, recognition and self-actualization.
 The worker gets a sense of belonging to the organization.
 The worker finds the job meaningful.
 Job enrichment reduces absenteeism, labour-turnover.
 It motivates the workers to give best performance.
 12

The shortcomings or demerits or limitations of job

enrichment are:-
 In many cases, job enrichment does not give the
expected results.
 It makes many changesin the job. So many workers oppose
it.
 The consent of workers is not taken
before implementing job enrichment.
 Managers force the workers to accept job enrichment,
which is not good.
 13

Some strategies you can use to enrich jobs in your

workplace:

 Create Autonomous Work Teams – This is job enrichment at

the group level.
• Implement Participative Management – Allow team
members to participate in decision making and get involved
in strategic planning.
• Redistribute Power and Authority – Redistribute control
and grant more authority to workers for making job-
related decisions.
1

15

Step One – Find out where people are dissatisfied

with their current work assignments.

Step Two – Consider which job enrichment options

you can provide.

Step Three – Design and communicate your program.

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Job enrichment is a fundamental part of attracting,

motivating, and retaining talented people, particularly
where work is repetitive or boring. To do it well,
you need a great match between the way your
jobs are designed and the skills and interests of the
employees working for you.