Collective Approaches to Job Design | Job Enrichment | Job Rotation

The primary purpose of the approach for job designing or job redesigning is to simplify the tasks as well as responsibilities of a particular job based on the skillset and interests.

Collective Approaches to Job Design

The overall purpose of the approach for job designing or job redesigning is to simplify the tasks as well as responsibilities of a particular job based on the skillset and interests.

However, there are several collective approaches which are prevalently being considered and used by organisations.

Job Design | Key Motives | Characteristics of Jobs and People | HR

Job Enlargement and Job Enrichment

It fundamentally endeavours to ease some of the difficulties come across in unnecessary job simplification.

Job enlargement encompasses widening the scope of a job by increasing the number of different tasks to be accomplished.

 Job enrichment involves increasing the depth of a job by adding responsibility for planning, organizing, controlling, or assessing the job.

Some illustrations of job enrichment are:

• Allocating the employee a complete job instead of simply a part of the job or task
• Permitting the employee more suppleness to carry out the job as required
• Expanding  the employee’s answerability for work through minimising external control
• Increasing tasks or duties for employees in areas they are good at.
• Giving the employee a responsibility in dealing with feedback or review reports rather than merely to management

Job Rotation 

It involves the process of a technique that can break the wearisomeness because it basically focuses on shifting an employee from one job to another.

The job rotation approach helps in developing an employee’s competences for undertaking a number of diverse jobs.

Accounting & Finance

Entrepreneurship

Leadership

marketing

Operations

Strategy

For example, there are some organisations which have been highly successful at using job rotation for employees with disabilities in different work obligation times. Even employees without disabilities can be flexible to handle those jobs.

Job Sharing

It is nothing but sharing a job, in which two employees perform the work of one full-time job.

For example, a retail company permits two cashiers to fill one job, and each individual works every other week.  These kinds of schedules are advantageous for employees who may want to work part-time.

In overall, the job design gives people choices that provide more job satisfaction.

Human Resource Management: Definitions & Key Knowledge ?

Effective People Management | Motivation | Job Design | Reward Systems

Expectancy Theory | Essentials Of Motivation | Instrumentality | Valance

Job Design | Key Motives | Characteristics of Jobs and People | HR

Strategic Reward System | Aims | Approaches | Policies | Practices

Hierarchy Of Needs Theory | Maslow’s FIVE Needs Systems | Motivation

Impacts & Implication Of Hierarchy Of Needs Theory On HR Management

Advantages, Disadvantages & Limitations Of Maslow ’s ‘Hierarchy of Needs’ Theory

Frederick Herzberg ’s Two-Factor Theory of Motivation | Motivation-Hygiene

Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation

Theory X and Theory Y | McGregor and Leadership | Motivation | HR

The Hard and Soft Approach of Theory X | Key Issues with Theory X

Management Implications of Theory Y | Motivation | Leadership

Challenges and Limitations of Theory X and Theory Y | Motivation

ERG Theory of Motivation | ERG Model Vs ” Hierarchy of Needs ” Theory

Evaluation of ERG Theory | Advantages | Disadvantages | Validity