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Job Design And Job Satisfaction Pdf

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Many managers in Kenya and around the world are faced with the problem of determining if employees are satisfied with their jobs. The purpose of this study was to determine the role of job design on employee satisfaction levels in private universities in Kenya, using Mount Kenya University as a case. The study used a case study research design to allow detailed examination of a single subject group and make conclusions.

Job satisfaction is critical to high productivity, motivation and low employee turnover. Employers face the challenges of finding ways to increase job satisfaction so their businesses stay competitive. A global economy of discriminating consumers has placed demands on employers never before seen.

The PRIDE System

Job design also referred to as work design or task design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. Job rotation is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment.

Hulin and Blood [8] define Job enlargement as the process of allowing individual workers to determine their own pace within limits , to serve as their own inspectors by giving them responsibility for quality control, to repair their own mistakes, to be responsible for their own machine set-up and repair, and to attain choice of method.

By working in a larger scope, as Hulin and Blood state, workers are pushed to adapting new tactics, techniques, and methodologies on their own. Because of this, job enrichment has the same motivational advantages of job enlargement, however it has the added benefit of granting workers autonomy. Under scientific management people would be directed by reason and the problems of industrial unrest would be appropriately i. This philosophy is oriented toward the maximum gains possible to employees.

Managers would guarantee that their subordinates would have access to the maximum of economic gains by means of rationalized processes.

Organizations were portrayed as rationalized sites, designed and managed according to a rule of rationality imported from the world of technique. The Human Relations School takes the view that businesses are social systems in which psychological and emotional factors have a significant influence on productivity.

The common elements in human relations theory are the beliefs that. Socio-technical systems aims on jointly optimizing the operation of the social and technical system; the good or service would then be efficiently produced and psychological needs of the workers fulfilled. Embedded in Socio-technical Systems are motivational assumptions, such as intrinsic and extrinsic rewards. Work reform states about the workplace relation and the changes made which are more suitable to management and employee to encourage increased workforce participation.

The psychological literature on employee motivation contains considerable evidence that job design can influence satisfaction, motivation and job performance. It influences them primarily because it affects the relationship between the employee's expectancy that increased performance will lead to rewards and the preference of different rewards for the individual.

Hackman and Oldman developed the theory that a workplace can be redesigned to greater improve their core job characteristics. Their overall concept consists of:. Frederick Herzberg's Two Factor Theory Motivator-Hygiene Theory proposes that the factors that correlate to motivation in the work environment are separate to those factors that correlate to dissatisfaction.

In economics, job design has been studied in the field of contract theory. In this framework, researchers have studied whether tasks that are in direct conflict with each other for instance, selling products that are imperfect substitutes should be delegated to the same agent or to different agents.

From Wikipedia, the free encyclopedia. See also: Job characteristic theory. See also: Job rotation. See also: Job enlargement. See also: Job enrichment. See also: Scientific management. See also: Human relations movement. See also: Sociotechnical systems. See also: Two-factor theory.

Job Design for Motivation. New York: The Conference Board. Parker Neil J. Smelser and Paul B. Baltes ed. Amsterdam, Netherlands: Elsevier. Richard; Oldham, Greg R. August Organizational Behavior and Human Performance. Annual Review of Psychology. International Journal of Production Research. Performance Improvement Quarterly. Psychological Bulletin. One more time: How do you motivate employees. Boston: Harvard Business Review. Upper Saddle River, N.

Reason Motivation in Work Organizations. The Motivation to Work. European Economic Review. Contract theory. MIT Press. Outline Designer. Automotive design Automotive suspension design CMF design Corrugated box design Electric guitar design Furniture design Sustainable Hardware interface design Motorcycle design Packaging and labeling Photographic lens design Product design Production design Sensory design Service design.

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Tools Intellectual property Organizations Awards. Categories : Industrial and organizational psychology Organizational theory Systems psychology Human resource management Motivation. Namespaces Article Talk. Views Read Edit View history. Help Learn to edit Community portal Recent changes Upload file. Download as PDF Printable version.

Job design

Job design also referred to as work design or task design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. Job rotation is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment. Hulin and Blood [8] define Job enlargement as the process of allowing individual workers to determine their own pace within limits , to serve as their own inspectors by giving them responsibility for quality control, to repair their own mistakes, to be responsible for their own machine set-up and repair, and to attain choice of method. By working in a larger scope, as Hulin and Blood state, workers are pushed to adapting new tactics, techniques, and methodologies on their own. Because of this, job enrichment has the same motivational advantages of job enlargement, however it has the added benefit of granting workers autonomy.

JOB SATISFACTION: A METHOD OF ANALYSIS

A common theory within the research has been that, to an extent, the emotional state of an individual is affected by interactions with their work environment. People identify themselves by their profession, such as a doctor, lawyer, or teacher. The emotional component refers to job-related feelings such as boredom, anxiety, acknowledgement and excitement. Job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. There are essentially two types of job satisfaction based on the level of employees' feelings regarding their jobs.

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4 Comments

Christien B. 18.05.2021 at 06:24

Everything you need to know about job design.

Dimitri J. 20.05.2021 at 00:27

Job satisfaction and involvement of the employee leads him to have high levels of performance. Parvin () stated the purpose of job design is to increase the​.

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