Job Design

 

                     Stages of Job Design

                                                                     

                                                                          

                                                         Works-flow Analysis

                                                                 Job Analysis

                                                   Job Design & Redesign

 

Work-flow Analysis

• Work-flow analysis is useful because it provides a means for the managers to understand all the tasks required to produce o high-quality product as well as the skills necessary to perform those tasks. 
  
• Work f low analysis includes:

                - analyzing work outputs
                - analyzing work processes
                - analyzing work inputs 

Definition of Job Analysis 

Job analysis refers to the process of getting detailed information about jobs. 

including the information about the content, context, and the human requirements of jobs. 

Job Analysis= Job Description+Job Specification

Job Analysis Information

• Job Description-a list of tasks,duties,and responsibilities(TDRs) 
• Job Specification-a list of knowledge ,skills,abilities,and other characteristics(KSAOs) 

 

Job Design

•  Job design integrates work content rewards and the qualifications required for each job in way that meets the needs of employees and the organization.
•  Job design is the process of defining the way work will be performed and the tasks that will be required in a given job.
• Job redesign refers to changing the tasks or the way work is performed in an existing job.
•  The objectives of Job Design include 

                                             Productivity 

                                            Safety &

                                    Quality of Work Life.

 

Behavioral Approach to Job Design 

In an effort to make jobs more interesting and meaningful designers frequently consider using following tools.

• Job Enlargement

• Job Rotation

• Job Enrichment

   Biological Approach of job Design

  Good and Bod Zones
  

   There are 4 different zones that q user might encounter while sitting or standing: 

  • Zone 0 (Green Zone) Preferred zone for most movements. Puts minimal stress on muscles and joints. 
  • Tone 1 (Yellow Zone) Preferred zone for most movements. Puts minimal stress on muscles and joints.
  • Zone 2 (Red Zone) More extreme position for limbs, puts greater strain on muscles and joints.
  • Zone 3 (Beyond Red Zone) Most extreme positions for limbs, should be avoided if possible, especially with heavy lifting or repetitive tasks.
  
  
   
  
  
  
  
  
  
  

  Anthropometry
  

 

 Measurement of human dimensions 

Anthropos = human

 Metrikos=measuring 

Anthropometry is the science that measures the range of body sizes in a population. When designing products it is important to remember that people come in many sizes and shapes.

 

Anthropometric  Measurements 

Anthropometry is the science that measures the range of body Sizes in a population. When designing products it is important to remember that people come in many sizes and shapes. 

Anthropometric data varies considerably between regional populations. For example, Scandinavian populations tend to be taller, while Asian and Italian populations tend to be shorter.

 

Percentile Humans 

• Anthropometric dimensions for each population ore ranked by size and described as percentiles. 
• It is common practice to design for the 5th percentile (5th%) female to the 95th percentile (95th%) mole. The 5th7o female value for o particular dimension (e.g. sitting height) usually represents the smallest measurement for design in o population. 
• Conversely, a 95th% male value may represent the largest dimension for which one is designing. 
• The 5th% to 9Stho/o range accommodates approximately 90% of the population.

 

Considerations 

• When using anthropometric measurements in design, consider two points: 

1. How recently data was collected
2. Type of population measured

• First, some data may  have been collected over 25 years ago, and measurements such as height or weight may have changed in the current  population
  
• Secondly, the population one is designing for may not be represented by the anthropometric database being referenced. 

Specialization 

• Specialization involves  the work that concentrates on some aspect of a product or service.

• It is the ability to concentrate one's effort and thereby become proficient at that type of work.

Advantages for Management 

• • Simplifies training 
  • Brings high Productivity 
  • Brings high Quality 

  Advantages for Labor

  • Requires low education and skill requirements  
  • Gives minimum responsibilities 
  • Little mental effort is needed 

   
  

  Disadvantages for Management

   

  Specialization has following disadvantages for management
  

  • • Sometimes it is very difficult to motivate quality

    •  Worker dissatisfaction possibly resulting in absenteeism ,high turnover,poor attention to quality etc.

    Disadvantages for Labor

    Labor has the following disadvantages from specialization

    • Monotonous work 
    • Limited opportunities for advancement 
    • Little opportunity for self-fulfillment

    Motivation theories and Application Techniques 

    •  Maslow's Hierarchy of Needs Theory

    • Megregor's Theory X and Theory Y
      
       

       Maslow's Hierarchy of Needs Theory

    •  It is a theory in Psychology that Abraham Maslow proposed in his 1943 paper, A theory of Human Motivation, which he subsequently extended to include his observations of man's innate curiosity.
    • His theory contended that as humans meet 'basic needs', they seek to satisfy successively 'higher needs' that occupy a set hierarchy.