The Concept of Redesigning Job Tasks and Motivating The Employees

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The concept of job design is not newly introduced; Frederick Winslow Taylor was the first to initiate the concept of redesigning job tasks and motivating the employees to optimizing their performance in early 20th century. Job design is an effectual tool for enhancing the employee’s performance. Job design includes techniques that encourage employees to execute productive results. It can be defined as “the application of motivational theories to the structure of work for improving productivity and satisfaction” (draft, 1994). It can also be defined as “changing the content and process of the job to increase the employees satisfaction, motivation and productivity” (knapp and mujtaba, 2010). Jon design is basically a technique to reduce the negative impact of monotonous job tasks. Variety or change is needed in the job tasks to keep employees motivated towards work. Rearranging the job activities increases the positive impact on employee’s morale and avidity for work.
The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not.
Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.
The aim of con...

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...four dimensions (variety, autonomy, task identity and feedback). Another intent of this theory is to reduce stress, reducing training time and increase in number of employees who can perform up to mark with little or no training.
Socio-technical theory identify the interaction between people and technology in work place. Job design should include organizing people and their job contents. Socio-technical theory basically introduced with the purpose of encouraging innovation in work group (Holman and waterson, 2002).
According to Rush (1971), the main motive of job design is to increase the level of motivation among employees as well as overall productivity. Aswathappa (2006) describe various approaches of job design named asw job enrichment, job enlargement and job rotation. These are the approaches that motivate the employees to perform their job tasks competently.
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