6 Key Techniques of Job Design are listed and explained in this article. You will find it informative and helpful for your research.
- Job Rotation
- Job Enlargement
- Job Enrichment
- Job Characteristics Model
- Job Simplification
Most organizations use a combination of techniques that they feel will appeal to the workers and which will help them get the best.
This is factual to know that there are many Job design techniques but there is no job design that can be said to be the best.
The focus of this article will be on certain job design techniques which include job creation, job enlargement, job enrichment, job characteristics model, and flextime.
It is the duty of the organization to choose the most adequate job design techniques that will be more appealing to the workers, it could be described as the best.
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Job Design Techniques:
1. Job Rotation
This is the process of moving employees from one job to another. The main goal of job rotation is to prevent boredom and dissatisfaction caused by job specialization.
Job rotation is necessary for every organization because it helps in training the workers on more tasks to increase motivation among workers.
In today’s world, especially in Nigeria, many banking sectors use job rotation as a means of making employees complete bankers.
For instance, operational staff can be moved to the marketing department in order to solve some problems or difficulties requiring urgency such as challenges involved when it comes to getting customers in the bank.
When this is done, the wisdom of handling customers will not be a problem even in the future and even the staff returns to his or her initial operation.
The ideology behind job rotation is to make workers understand that they can invariably yield value to customers in the organization.
2. Job Enlargement
This is an increase in the total number of operations that a worker performs in a job cycle. in order words, it can be desirable as the increment in workers’ job range.
In order to make jobs less monotonous and more challenging, workers desire job enlargement. When the job range of any worker is increased, there is a reduction of boredom but makes the job more or less boring.
3. Job Enrichment
This is the process of increasing the amount of responsibility given to a worker in his or her place of work. The essence of job enrichment is simply to increase the workers’ sense of responsibility, self-value, self-worth, and self-determination. Research shows that job enrichment motivates workers and leads to higher performance in any organization.
4. Job Characteristics Model
This job design model was originated by J. Richard Hackman and Greg R. Oldham. According to Hackman, this model was developed from the psychological aspect of the individual worker level.
The model emphasizes the design of jobs includes core job dimensions, employees’ critical psychological states, and their work behavior.
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This is a job design that allows workers to select starting and quitting times within limits set by management. The aim of flextime is to introduce more flexibility in job schedules so that workers can have a choice in their work time.
When a job requires that every staff must be present before the job can be carried out effectively, then flextime job design techniques is not suitable.
In conclusion, one major advantage of job design techniques is to boost workers’ morale, reduce idle time, and increase productivity by lowering labor costs.
6. Job Simplification
Job simplification entails the breaking down of a job into small components, usually consisting of relatively simple tasks. These divided job components are afterward assigned to employees as individual jobs.
This is to enable the employees to perform these tasks without much-specialized training. Also, it aims at expediting the job speed and this is by allowing the execution of many small jobs at the same time and quickly. This particular approach is usually achieved by the use of time and motion studies.