Uses of Job Description

usefulness of commercial enterprise Description 1. It Helps identify a job, distinguishing it from opposite jobs by its title. 2. It serves as a guide in employee recruitment, selection, and placement. 3. It establishes proper relationship between iodin job and the others within the same salary bracket. 4. It facilitates comparisons with similar jobs in other firms for purposes of wage surveys. 5. It serves as a guide in the organization and governing body of a department, division, section, or unit. 6. It helps to form lines of promotion or transfer and to side employees who need further training. . It contributes to the personal satisfaction of every individual employee with his job. Components of Job Design Job specialization Job expansion psychological components self-directed teams Motivation and incentive systems Ergonomics and civilise methods Job Specialization Involves o Breaking jobs into small component parts o Assigning specialists to do each part First noted by Adam metalworker (1776) o Observed how workers in pin factory divided tasks into smaller components Found in manufacturing & service industriesJob Specialization Often Reduces Cost great dexterity & faster learning Less lost time changing jobs or tools Use more specialized tools turn over only for requisite skills Job Expansion Process of adding more variety to jobs Intended to degrade boredom associated with labor specialization Methods o Job enlargement o Job enrichment o Job rotation o Employee empowerment Psychological Components of Job Design Individuals have values, attitudes, and emotions that affect job results o physical exercise Work is a social experience that affects belonging needs stiff worker behavior comes mostly from within the individual o scientific management argued for external financial rewards First examined in Hawthorne studies Self-Directed Teams convocation of empowered individuals working together for a common goal whitethorn be organized for short-term or long-term objectives Reasons for effectiveness o Provide employee empowerment o Provide core job characteristics o Meet psychological needs (e. g. , belonging) Motivation role player performance depends on o Motivation o Ability o Work environmentMotivation is the cross off of forces that compel behavior Money may serve as a psychological & financial motivator Incentive systems o Measured daywork Pay based on standard time o Piece straddle Pay based on pieces done Ergonomics and Work Methods Worker performance depends on o Motivation o Ability o Work environment Foundation laid by Frederick Taylor o moderate employees to task o Develop work methods o Establish work standards Ergonomics Study of work Also called human factors Involves human-machine interface Examples o Mouse o Keyboard