Concept of Job design

 It is seen that what an employee does on

the job (design of the job) has
considerable influence on his productivity
and job satisfaction. Job analysis helps in
developing appropriate design of job to
improve efficiency and satisfaction.
 It is a deliberate and systematic attempt
to structure the social and technical
aspects of work so as to improve the
technical efficiency and job satisfaction.
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 Job Rotation

Job Simplification Job Enlargement

Job Design

Job Enrichment

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 Job Enlargement:
 Job Enlargement is the horizontal expansion of a
job. It involves the addition of tasks at the same
level of skill and responsibility. In simple words it
refers to the expansion of the number of
different tasks performed by an employee in a
single job. It is done to keep workers from
getting bored. It is a Job Design technique in
which the number of tasks associated with a job
is increased (and appropriate training provided)
to add greater variety to activities, thus reducing
monotony. It is a horizontal restructuring
method in that the job is enlarged by adding
related tasks. 17
 Job Enrichment
 Job enrichment is an attempt to motivate employees
by giving them the opportunity to use the range of their
abilities. It is an idea that was developed by the
American psychologist Frederick Herzberg in the 1950s.
It can be contrasted to Job enlargement which simply
increases the number of tasks without changing the
challenge. As such job enrichment has been described as
'vertical loading' of a job, while job enlargement is
'horizontal loading'. To be specific, a job is enriched
when the nature of the job becomes more exciting,
challenging and creative or gives the job holder more
decision making, planning and controlling powers. `An
enriched job should ideally contain:
 A range of tasks and challenges of varying
difficulties
 A complete unit of work - a meaningful task
 Feedback, encouragement and communication 18
 Designing Jobs that Motivate
There are five factors of job design that typically contribute
to people's enjoyment of a job:
 Skill Variety – Increasing the number of skills that
individuals use while performing work.
 Task Identity – Enabling people to perform a job from
start to finish.
 Task Significance – Providing work that has a direct
impact on the organization or its stakeholders.
 Autonomy – Increasing the degree of decision making,
and the freedom to choose how and when work is done.
 Feedback – Increasing the amount of recognition for doing
a job well, and communicate the results of people's work.
Job enrichment addresses these factors by enhancing
the job's core dimensions and increasing people's
sense of fulfillment.
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