How do work design and job design affect productivity?

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 Definition of Work Design 

Work design is described as "the content of work tasks, activities, relationships, and responsibilities, as well as the structure of those tasks, activities, and responsibilities" (Parker, 2014, 661-691).A good work design considers the physical, biomechanical, cognitive, and psychosocial aspects of work, as well as the requirements and talents of the individuals involved. Work design may be characterized as a collection of work features that impact how individuals feel about their occupations, as well as how well they perform. These traits distinguish between 'excellent' and "negative" employment, according to the people who describe them. Work design and organisation are critical aspects of human factors and human dependability (Anderson,2023).

                                                 (Source: Centre for Transformative Work Design,2016)

Definition of Job Design 

Job design is the division of work tasks assigned to an individual in an organisation that specifies what the worker does, how, and why. One of the most well-known approaches to job design is the Job Characteristics Model (JCM). Five core characteristics are considered: skill variety, task identity, task significance, autonomy, and feedback. Three strategies are necessary to increase the motivation potential of any job: job rotation, job enlargement, and job enrichment. Employee jobs need to be designed with fluid composition and boundaries that can rapidly change in size and shape as the winds of change form and reform internal work requirements (Sharon and Tracy , 2012, 288–291).

                                                           (Source: GreggU, 2019)


Common Approaches to Job Design

Job enlargement

Job enlargement refers to the addition of new responsibilities to an employee's workflow in order to make their work more exciting and fulfilling (personio,2023).

Job rotation

Job rotation is exposing employees to different aspects of the organization, which can help them enhance their knowledge and perhaps unearth latent abilities (personio,2023).

Job enrichment

Job enrichment is a broader notion that entails adding more aspects to a work to make it more interesting and engaging, such as providing employees greater responsibility and autonomy. It may also include features of work expansion or job rotation to offer variety and assist employees in learning (personio,2023).


Steps of Job Design 

(Source: Hrhelpboard,2023)

Job Information

HR requires information about the employee's employment; this not only improves in the evaluation of a worker's wage design but also clarifies the position. False information may cause gaps between the plan, its implementation, and the evaluation. As a result, it is critical that correct documentation for the job and duties be completed on time and effectively communicated to the employees (Hrhelpboard,2023).

Job Analysis

HR must analyse all the information collected and pick out the most important aspects of the job. They should also have a line manager specific to the domain to be a part of the process. HR must also see how the employees are feeling about the job, either through a direct interview or through circulating a questionnaire, in order to plan the job accordingly (Hrhelpboard,2023).

Develop the Plan 

Based on the facts analysed about the work and the employee's feelings about his or her employment. To see whether there is any indication of discomfort or dissatisfaction with their employment. After you have analysed this information, you must determine which technique of work design you will use for the individual (Hrhelpboard,2023).

Implementation

After agreeing on the job design technique to be used, HR must successfully implement it so that the individual's and the company's goals are aligned. You must also train the employee through each stage of their function and duties, as well as why it is important for them to carry out the action for a certain job design technique (Hrhelpboard,2023).

Benefits of Job Design  

(Source: Hrhelpboard,2023)



Job design example in Google 
(Source: Googleplay, 2022)

  • Job: Software Engineer at Google

  • Variety of skills: A software engineer at Google will have the opportunity to work on a wide range of projects and technologies, using different programming languages, systems, and tools (Studysmarter,2020).

  • Task identity: Software engineers should have a clear understanding of the task they are working on and the final outcome that is expected. Once completed, they should be able to say, "I built that'' (Studysmarter,2020).

  • Task significance: The software systems developed by Google's software engineers are used by millions of people worldwide, which can increase motivation and job satisfaction for software engineers (Studysmarter,2020).

  • Autonomy: They have the freedom to choose the tools, methods, and technologies they believe are best suited to solve the problem at hand. This autonomy can help to foster creativity and innovation in their work (Studysmarter,2020).

  • Job feedback: Google's software engineers have access to regular performance evaluations and feedback from their managers and peers, which helps them to continually grow and develop in their role (Studysmarter,2020).


Job Design and Employee Productivity: Literature review

Job design is a critical aspect of an organization's human resource management that influences the performance and productivity of employees. The way jobs are designed affects the degree to which employees can fulfill their roles, attain job satisfaction, and produce quality results. Research shows that job design affects employee productivity, and this blog article seeks to explore the relationship between job design and employee productivity by analyzing literature in the field.

One study by Bal and Kaur (2012) investigated the relationship between job design and employee productivity in the manufacturing industry. The study revealed that job design dimensions, such as skill variety, task identity, and autonomy, positively correlated with employee productivity. Similarly, a study by Gamage and Premaratne (2016) explored the relationship between job design and employee productivity in the Sri Lankan apparel industry. The study found that job design dimensions such as skill variety, task identity, and feedback positively related to employee productivity.

A study by Mehmood and Farooq (2016) examined the relationship between job design and employee productivity in the Pakistani banking sector. The study found that job design dimensions, such as skill variety, task identity, and feedback, positively correlated with employee productivity. The study also noted that job design dimensions, such as task significance and autonomy, had an insignificant relationship with employee productivity.

The reviewed literature suggests that job design dimensions such as skill variety, task identity, and feedback positively relate to employee productivity, while task significance and autonomy can have an insignificant relationship. Organisations need to consider job design dimensions that can enhance employee motivation, performance, and job satisfaction when designing jobs.

In my upcoming article, I am excited to delve into Maslow's motivational theory and explore how it relates to performance theories within the context of human resource management. By sharing insights and knowledge about these topics, I hope to add value to my readers and provide them with a deeper understanding of how motivation and performance intersect in the workplace. I invite all of you to join me on this journey of learning and exploration by staying tuned to my blog article.

REFERENCES

Anderson, M. (2023) Work design. [online] Available from https://humanfactors101.com/topics/work-design/#:~:text=Work%20design%20can%20be%20defined,%E2%80%9D%20(Parker%2C%202014).  [Accessed 13 April 2023].

Bal, R. S. and Kaur, H. (2012) A study of job design and its impact on employee performance in the manufacturing sector. Asia-Pacific Journal of Management Research and Innovation, 8(1) 63-70.

Gamage, A. S. and Premaratne, S. P. (2016) The impact of job design on employee productivity: A study of apparel industry in Sri Lanka. Journal of Human Resources Management and Labor Studies, 4 (1) 1-20. 

Hrhelpboard (2023) Job Design.  [online] Available from https://www.hrhelpboard.com/performance-management/job-design.htm [Accessed 13 April 2023].

Mehmood, K. and Farooq, S. (2016) Job design and employee productivity: Evidence from Pakistani banking sector. Journal of Business and Management Sciences, 4 (4) 112-119. 

Parker, S. K. (2014) Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More. Annual Reviews, 65 (1) 661-691. Available from https://doi.org/10.1146/annurev-psych-010213-115208 [Accessed 13 April 2023].

Personio (2023) What Does Job Design Really Mean?. [online] UK:Personio SE & Co. KG. Available from https://www.personio.com/hr-lexicon/job-design/#common-approaches-to-job-design [Accessed 13 April 2023].

Sharon, E. N. and Tracy , H. P. (2012) Employee satisfaction: job design. Job Design, 53 (4) 288–291. Available from https://doi.org/10.1002/9781118364741.ch53 [Accessed 13 April 2023].

Studysmarter (2020) Job design meaning. UK: study smarter. Available from https://www.studysmarter.co.uk/explanations/business-studies/human-resources/job-design/ [Accessed 13 April 2023].








Comments

  1. Nilushika Dilhani JayasingheApril 13, 2023 at 3:23 PM

    We got better understand about job design from this article chamuda Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Job design refers to administrative changes that can help improve working conditions. In comparison, workplace design concentrates on dealing with the workstation, the tools, and the body position that all influence the way a person does his or her work.

    ReplyDelete
    Replies
    1. HRM solving the ''productivity Obstacles'' - Chamuda FernandoApril 14, 2023 at 9:23 PM

      Thank you for sharing your thoughts on the article. I completely agree with you that job design, also known as work design, is a critical aspect of creating better working conditions for employees. As you pointed out, it refers to the structure, content, and organisation of tasks and activities, with a focus on job characteristics such as autonomy, workload, role problems, and feedback.

      Delete
  2. Thilini PremathilakaApril 14, 2023 at 4:17 AM

    Thank you so much for sharing this informative post on Job Design and Work Design and effect on Productivity. It is admitted that Job Design and Work Design is vital to optimise work processes and performance. Also same will save the costs and increase the productivity.

    ReplyDelete
    Replies
    1. HRM solving the ''productivity Obstacles'' - Chamuda FernandoApril 14, 2023 at 9:24 PM

      Thilini, Thank you for taking the time to read the post and leaving a comment. I completely agree with you that job design and work design are crucial elements in optimising work processes and enhancing productivity. By creating a work environment that is tailored to the needs of employees, organisations can reduce costs and improve performance. I appreciate your insights on this topic.

      Delete
  3. Lasni GunarathneApril 17, 2023 at 3:46 AM

    Your article provides some important tips for the HR managers Chamuda. Work design and job design have a significant impact on productivity in organisations. Work design refers to the way in which tasks and responsibilities are structured and organised, while job design focuses on the content and structure of specific jobs within the organisation. Both aspects influence how employees perform and contribute to overall productivity. As noted by Hackman and Oldham (1980), "jobs that are well-designed, with clear and meaningful tasks, autonomy, and opportunities for skill development, tend to result in higher levels of employee motivation and satisfaction, leading to increased productivity". On the other hand, poorly designed work or jobs that lack meaningfulness, autonomy, and skill variety can result in lower job satisfaction, reduced motivation, and decreased productivity among employees (Parker & Wall, 1998). Thus, effective work design and job design that align with employee capabilities, interests, and motivations can enhance productivity levels within the organisation.

    ReplyDelete
    Replies
    1. HRM solving the ''productivity Obstacles'' - Chamuda FernandoApril 18, 2023 at 8:25 AM

      Excellent point! Your comment provides a valuable contribution to the article's topic by emphasising the importance of work design and job design in enhancing employee productivity. As you mentioned, effective work design and job design are crucial for creating a motivating work environment that aligns with employee capabilities, interests, and motivations.

      Your reference to Hackman and Oldham's (1980) research further supports your argument by highlighting the importance of meaningful tasks, autonomy, and skill development in enhancing employee motivation and satisfaction. Similarly, Parker and Wall's (1998) research emphasises the negative consequences of poorly designed work or jobs that lack autonomy, skill variety, and meaningfulness, such as lower job satisfaction, reduced motivation, and decreased productivity.

      Overall, your comment highlights the significance of work design and job design in fostering a motivating work environment that enhances employee productivity and satisfaction.

      Delete
  4. Mohamed Nasly Mohamed HadhilApril 17, 2023 at 10:06 AM

    This is a good and insightful article. However, how can we effectively implement job enrichment strategies in our organization to improve employee satisfaction, retention, and productivity, while also ensuring alignment with the company's overall goals and objectives?

    ReplyDelete
    Replies
    1. HRM solving the ''productivity Obstacles'' - Chamuda FernandoApril 18, 2023 at 11:01 AM

      Thank you for your comment. Job enrichment is a popular human resource management strategy that aims to improve employee satisfaction, retention, and productivity. Several studies have shown that job enrichment can positively impact employee motivation, performance, and job satisfaction (Hackman & Oldham, 1976; Lawler & Hall, 1970; Nelson & Quick, 2013).

      One effective way to implement job enrichment strategies is to first conduct a job analysis to identify the tasks, responsibilities, and skills required for each job role. This information can then be used to create a job design that incorporates elements of autonomy, feedback, task variety, and task significance (Hackman & Oldham, 1976). Additionally, it's important to ensure that job enrichment strategies align with the organization's overall goals and objectives to promote employee engagement and motivation (Morgeson & Humphrey, 2006).

      Delete

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