Discussion and Review Questions – Chapter 7

1. What is job design, and why is it important?

Job design refers to the act of specifying the content and method of a job. Job design is an
important function in hiring as it dictates the required qualifications of the position. Currently
job design has two areas of use. One being an efficiency approach focused on a logistics of job
design. The other being a behavioral approach focusing on wants and needs. Job design helps to
ensure that qualified individuals join the organization, thereby increasing efficiency.

2. What are some of the main advantages and disadvantages of specialization from a
management perspective? From a worker’s perspective?
Specialization refers to the production method of an organization focusing on increasing
efficiency. Specialization allows an individual to concentrate their efforts and thereby becoming
more proficient in their efforts. For managers, specialization simplifies training, works to increase
productivity and provides with lower wage costs. However, managers find that through
specialization they find it difficult to motivate and deal with workers dissatisfaction. From an
employee perspective specialization offers low education and skill requirements, minimum
responsibility, and little mental effort needed. However, the work is found to be monotonous,
specialization offers little opportunity for advancement, in addition to little control over the
work, or little opportunity for any self-fulfillment.

3.
a. Contrast the meanings of the terms job enlargement and job enrichment?
Job enlargement refers to giving a worker a larger portion of the total task. The goal of
job enlargement is to make a job more interesting. A worker on a production line might
see their job enlarged or expanded with a larger portion of the sequence of activities.
Job enrichment refers to an increase in the level of responsibility for planning and
coordination tasks. Job enrichment constitutes vertical loading, while job enlargement
constitutes horizontal loading. If we compare these terms to the rungs on the ladder, job
enlargement while giving the employee more tasks, their basic job tasks stay on the
same level; they stay on the same rung. Job enrichment however increases the level of
responsibility and may include cross training so employees are able to perform a wider
variety of tasks and are given more authority; we can compare this to moving up
vertically to a higher rung of the ladder.

b. What is the purpose of approaches such as job enlargement and job enrichment?
Job enlargement and job enrichment is an important consideration to job design. Both
these approaches have the potential to increase the motivational power of jobs and
both approaches can work to increase worker satisfaction and lead to organizational
growth.

4.
a. What is ergonomics and why is it important in job design?
Ergonomics is concerned with the study of and design of tools used by people and how
to improve the design and how it relates to human interaction. Ergonomics in a work

This study source was downloaded by 100000838193596 from CourseHero.com on 02-27-2022 19:26:24 GMT -06:00

https://www.coursehero.com/file/29994421/Chapter-7-Review-Questionsdocx/
 environment can lead to increased productivity because it helps decrease worker
discomfort and fatigue. Ergonomics focuses on changing the work versus trying to find
the right worker for the job. Ergonomics is important to job design as a happy worker is
a more efficient worker. Ensuring that job tasks are also ergonomic will lead to a safe and
efficient work environment.

b. Explain how it can relate to quality of work life

Ergonomics can be split into three areas: physical, cognitive, and organizational areas.
Applying ergonomics into these areas leads to employees whose physical movements,
mental health and work design are all protected. Poor posture leads to fatigue. Stress
leads to low productivity. Applying ergonomics helps decrease fatigue and stress which
reduces injury and increase efficiency.

5. Explain the term knowledge-based pay system.

Organizations that set up systems to reward workers who undergo training that increases their
skills participate in a knowledge-based pay system. A worker will qualify for a base standard pay
and a knowledge-based pay which is the portion of their pay reflected on their particular skills
and knowledge.

6. What are self-directed work teams? What are some potential benefits of using these teams?
Lean production settings often use self-directed work teams. These teams are designed to
achieve a higher level of teamwork and employee involvement. These teams are not given
absolute control, but are able to work with some autonomy in the work processes under their
control. Self-directed work teams tend to work harder as they have a vested interest in their
processes. These teams will work harder to see any of their implemented changes to fruition.
Self-directed work teams often include a higher quality, higher productivity, and greater worker
satisfaction. Higher worker satisfaction will also lead to less turnover, which in turn leads to
lower costs.

7. Some Japanese firms have a policy of rotating their managers among different managerial
jobs. In contrast, American managers are more likely to specialize in a certain area (e.g.,
finance or operations). Discuss the advantages and disadvantages of each of these approaches.
Which do you prefer? Why?
Some Japanese firms’ policy of rotating their managers to avoid monotony. These managers are
rotated often and are able to increase their knowledge from all areas of the organization. A
benefit of job rotation is that if a manager is sick, or retires or absent, there will always be
another person able to fill in or step into that role quickly. A disadvantage of a rotation approach
is that no one manager is ever the expert on any particular area because they never spend
enough time in any one area to be the most knowledgeable. Using a rotation approach, when
hiring new staff, training costs can be high as a new member of the team not only needs training
in one area, but all areas. American managers focus more on specialization in an effort to
increase productivity. An advantage to specialization is decreased costs of training, as each
member is trained to be the expert on one specific area of production. However, when a worker
retires or is absent, finding a replacement can be costly and time consuming.

This study source was downloaded by 100000838193596 from CourseHero.com on 02-27-2022 19:26:24 GMT -06:00

https://www.coursehero.com/file/29994421/Chapter-7-Review-Questionsdocx/
 This study source was downloaded by 100000838193596 from CourseHero.com on 02-27-2022 19:26:24 GMT -06:00

https://www.coursehero.com/file/29994421/Chapter-7-Review-Questionsdocx/
Powered by TCPDF (www.tcpdf.org)