Job design and flexibility

Workplace Flexibility

These five core job characteristics influence the extent to which workers experience three critical psychological states. If there is resistance to the idea because of the fear of the unknown, suggest that it be an experiment or temporary, and express your willingness to work out the details with the company so everyone gets what they need.

Schedule flexibility provided employees with the opportunity to minimize work-family conflict, as well as to promote work-family enrichment and improve functioning and performance at work and home. Job design should incorporate sufficient flexibility, breadth and challenge to ensure individuals are motivated, excessive and prolonged stress is minimised, and wherever possible job security is assured to sustain good quality work for employees.

Journal of Management, 21, — Be genuine in your desire to learn. According to the job characteristics model, the presence of these five core job dimensions leads employees to experience three psychological states: However, it can be viewed by workers as merely adding more routine tasks to their already boring jobs.

To date, the job characteristics model has proved to be the most widely used theoretical model for job-redesign efforts ever conceptualized. Psychophysiological stress reactions, trapezius muscle activity, and neck and shoulder pain among female cashiers before and after introduction of job rotation.

Job design

Job Enlargement To counteract oversimplification, another design method commonly used in organizations is job enlargement.

Empowering creative and extrarole performance. They are as follows: Log in to view more Log in to view more of this content. For example, employees laying bricks at a construction site may feel their jobs are low in significance, but by pointing out that they are building a home for others, their perceptions about their job may be changed.

Two methods are job enlargement and job rotation. Equally important is the effect job design could have on employee well-being. This, in turn, limits the promotional opportunities in a given organization and creates a need for new career-development choices, such as horizontal learning options e.

A job design quasi-experiment. Research the Availability of Flextime Find out what options are available First of all, check with the human resources department to see what possibilities already exist. Psychological Bulletin, 69, 41— Taking empowerment to the next level: Consider alternatives to job specialization.

It was also intended to provide managers, supervisors, human resource professionals, and others with information to guide them while discussing individual employee needs.

Academy of Management Executive, 9, 21— Employees should work with their supervisors and human resources department to discuss the feasibility of specific flexibilities.Job design, or work design, refers to a process of dividing an organization’s total work into various jobs and assigning tasks to those jobs.

It may also involve examining the goals and interdependence of tasks as well as the interpersonal relationships involved in accomplishing work. An elaborated model of job design has been proposed considering the designing of job at individual and group level.

The proposal has been made on the followin g grounds. Job design and workplace design are often used interchangeably because both contribute to keep the physical requirements of a job reasonable.

Job design refers to administrative changes that can help improve working conditions. The flexibility to tailor job design more precisely for both organizational effectiveness and employee job satisfaction is a significant, ongoing part of the job design process.

Job design and flexibility

If a job is well designed, then its required competencies and. Job design should incorporate sufficient flexibility, breadth and challenge to ensure individuals are motivated, excessive and prolonged stress is minimised, and wherever possible job security is assured to sustain good quality work for employees.

Job Design- Specifying the responsibilities and concepts of any job in a way that major requirements of the employee can be met (Buchanan, ).These requirements can be social, personal.

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Job design and flexibility
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