a productivity problem giveb by sir

8/7/2019 A Productivity Problem Giveb by Sir

http://slidepdf.com/reader/full/a-productivity-problem-giveb-by-sir 1/12

A Productivity ProblemA Case Study Presentation related to the

Concepts of Job Design



Job Design� Here, the basic problem we identify is highly repetitive task.

The repetitive tasks are result of ineffective of job design.

�A job is more than a list of tasks that a worker has to carry outon a regular basis.

� Managers have to plan it carefully, taking into consideration

the needs of the employee as well as employer.

� Job Design basically aims at motivating all employees to

perform in their work with commitment and enthusiasm.

(where Mr. Naidu failed )



Basic Objectives� Generally, emphasis is laid on developing jobs that

get the necessary work done, but they should also

contain more elements that workers like and fewerelements that they dislike, in respect of the job.

� The basic objective is to boost employee motivation

to achieve performance standards, and to match the

skills and abilities of each worker with the jobrequirements.



Let us C Job CharacteristicsModel

� One of the most prominent job design models known as Job

Characteristics Model is developed by Richard Hackman and

Gret Oldham. It lists five key job characteristics, which

motivate worker.

1. Skill Variety

2. Task Identity

3. Task Significance4. Autonomy and

5. Feedback



Job Characteristic Model Skill Variety Indicates the level and range of skills, abilities and

talentws needed to perform a job.

Task Identity defines clearly the identifiable tasks needed to

complete the main task.

Task Significance indicates the influence of the job on

individuals inside the outside the organization.

Autonomy of a job indicates the flexibility, independence and

discretion that is available to the employee in performing the

job.

Feedback indicates the level of information given back to the

employee regarding his/her performance.



Clever work done by Mr. Naidu� Decided to conduct an organization-wide employee

satisfaction survey to find out why productivity had

not improved.� Appointed external consultant to design the survey

questionnaire and analysis.

� Assured identity would not be disclosed.

� Requested them to be frank while answering the

questions.



And the findings are� Employee Dissatisfaction

�Boredom job

� Tasks are highly repetitive

� No challenges

� No career development



And the solutions are� To obviate the dissatisfaction among the workers and provide them with

new challenges. Decided to

Rotate the Job



Job Rotation� Job rotation is the surest way of keeping the employee away from

complacency and boredom of routine.

� It is difficult for an employee to sustain his interest in a given job for any

substantial length of time as humans have the tendency of outgrowingtheir jobs through the learning and experience that they gain over a

period of time.

� Stimulating human mind through diversity of challenges is a sure way to

bring to forefront its creative instincts and in taking the individual and

organizational performance to a higher plane.� This is where job rotation can prove to be a handy tool.

� A well planned job rotation program in an organization has immense

potential of positive impact on job satisfaction, engagement of people and

finally on retention of people



outcomes of Job Rotation with respect

to the individual

� Job enrichment

� Overall development

� Intrinsic motivation to perform caused by

newer challenges

� Career development



Job Rotation with respect to theorganization

� Leadership development

�Aligning competencies withorganizational requirements

� Lower attrition rates

� Performance improvement driven byunique view points of new people

(Source: http://www.alagse.com/hr/hr9.php)

a productivity problem giveb by sir

Documents