JOB
DESIGN EFFECT ON STAFF TURNOVER
Job Design
Job
design describes the work, duties, responsibilities, qualifications and
relationship required to perform the assigned job or which specifies the
requirements of a particular job in order to achieve organizational goals
through employee engagement.
Adler
(1991) defines job design as systems in
which employees reported higher perceptions of skill variety, task
significance, autonomy, and feedback reported higher levels of satisfaction and
internal work motivation.
Taylor
(1947), Gilbreth (1911) systematically examined jobs with various techniques.
They suggested that task design might be the most prominent element in
scientific management.
Source:
Business Jargons
In 1960s, motivational
issues aroused in industries due to an imbalance situation between employee
educational levels and employee participation levels. The problem further
developed by traditional concepts and controls of organization. To overcome
this situation job characteristics model was developed. The model relates job
contents to the motivation and satisfaction of the employees.
Employee turnover
issues are mainly related with job satisfaction and lack of motivation in the
job role and the history has also proven that the issues are overcome through
developing specific job designs for the employees.
Locke (1969) defied job
satisfaction as "a function of the perceived relationship between what one
wants from one's job and what one perceives it as offering"
Individual motivation
is viewed as a direct force job satisfaction. Individual motivation relates to
job design to determine the workers level of job satisfaction and satisfaction
level relates to the turnover, absentees and illness occurring in the organization.
Benefits of Job Design
- Job design makes the work more interesting and challenging, which motivates employees for higher level of performance and commitment.
- Systematic job design tries to adapt to environmental changes which produces positive result on changing competitive environment.
- A properly designed job role leads to improve quality of work life. Properly designed work schedule and job role give space to employees to plan their own development and also to improve the organizational output.
- Job design approach provides related data and information on required skills and knowledge to perform the task. The required work and schedules are prepared based on the provided information, which helps to find the best fit for the job.
References
Adler, N.J. (1991),
International Dimensions of Organizational Behavior, 2nd ed., PWS-Kent, Boston,
MA, pp. 58-60.
Locke, E. A. (1969).
What is job satisfaction? Organizational Behavior and Human Performance, 4,
309-336.
Taylor, F.W. (1947),
The Principles of Scientific Management, Harper and Brothers, New York, NY.
Gilbreth, F.B. (1911),
Motion Study, Van Nostrand, Princeton, NJ.
I think you have done superb work beacuse as a manager I am really interest about article. Job design is not easy task and l learn lot form here.
ReplyDeleteThanks for your comment.
ReplyDeleteJob design is very important to have a motivated , productive and happy team. Which always needs for a successful organization. Very good article. Good luck
ReplyDeleteThank you Anupama for your comment.
DeleteThanks Jinendran for the blog post. Job design done to achieve the goals through employee engagement. We have seen that if we done this process an effective way, employees happiness index indicator will be increased . How the Bank sectors employee happiness index is being checked and how the systematic job design is happening in the sector?
ReplyDeleteThank you Achala for your valuable comments. According to me there is no any index to measure employee happiness in banks but we have some activities like counseling and feed back sessions and those are only one way communication. And coming to job design most branch bank activities are now centralized and which gave employees to chose their specialized job profile.
DeleteInteresting article .effective job design can be used as a driving force for organization success through committed and motivated team .Good job ....
ReplyDeleteThank you for your comments.
Deletegood explain jinendran. we can get knowledge about JOB DESIGN EFFECT ON STAFF TURNOVER.Thanks for sharing your knowledge..
ReplyDeleteThank you for your comment Wasantha.
DeleteInteresting article , nicely explained about Job Design Effect on staff turnover, we can get the idea from this article. thanks for sharing this.
ReplyDeleteThank you for your comment Malintha.
DeleteVery good article,Job design is very important to have a motivated , productive and happy team. Which always needs for a successful organization.
ReplyDeleteThanks Namila.
DeleteThanks this has been so inspiring article. Job design has advantages for both the organisation and the employees. The organizational benefits are the 1. increased productivity and efficiency, 2. effective team work, 3. skilled employees ready to meet the job position requirements, 4. targeted training of employees which increases the human capital accumulation, 5. effective talent management, and 6. finally improved employee attraction, commitment and retention.
ReplyDeleteThis article has examined few of the job design techniques. With this job design offers clarity of the role and the responsibility of the employee, targeted training in order to meet the future needs and finally increased job satisfaction and commitment to the organisation. Thanks for sharing.
Thanks Prasanna for your valuable comment, yes the job design creates benefits to both sides.
DeleteAgreed with you. Job design directly impacts on staff turnover because it can motivate or demotivate employees while effecting to their moral and loyalty.
ReplyDelete