Job Design: Understanding and Optimizing Job Roles
JOB DESIGN How to describe objectively a post?
Description of positions through job analysis:
The purpose of job analysis is to provide an objective description of the post.
Provides a description of how a place different from another in terms of demands, activities and skills required.
Contents of the position:
This refers to activities that the position requires. A widely used method is the functional job analysis describes the way in terms of:
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Lor where the worker does in relation to data, people and jobs.
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The methods and techniques used by the worker.
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machines, tools and equipment used by the worker.
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materials, products, materials or services produced the worker.
Requirements of the post: They relate to education, experience, licenses and other personal characteristics expected of the individual who will play the contents of the post. A widely used method is the job analysis questionnaire that takes into account these human factors by analyzing the following aspects of the post: sources of information critical to job performance. Information processing and decision making critical to job performance. Interpersonal relations required of the post. Reactions of individuals working conditions.
Background Position: This refers to factors such as physical demands and working conditions of the job, the degree of reliability and responsibility, the degree of supervision required or carried out and the consequences of error. The context of the post is described as the environment in which work will be done. How to design jobs? Design jobs:
The job design can cover:
The perceived content of the post:
refers to the characteristics of a since general nature of which is defined by how it perceives its occupant, that is, two individuals performing the same work can have the same or different perceptions of the content of the post. There are 6 characteristics of the perceived content of the post:
Variety:
degree to which a job requires employees to perform a wide range of operations in their work and / or degree to which employees must use a variety of equipment and procedures in their work.
Autonomy: the degree to which employees have an opinion important in planning work, selection of equipment they use and deciding the procedures to follow.
Identity task:
degree to which employees make a workpiece can be whole or complete and clearly identify the results of their efforts.
Feedback:
Extent to which employees, while working, receive information that reveals how they unfold in the post.
Facing the Other:
The extent to which a job requires employees to deal with another person to complete their work.
Opportunities for friendship: the degree to which the work allows employees to talk among themselves and establish informal relationships with other employees.
The scope and Depth: Refers to the number of tasks performed by the incumbent. The individual performing 8 tasks to complete his work has a broader scope of the job than one that employs four. In most cases, the greater the number of tasks performed, the longer it takes to complete the work. The depth of the post is the amount of discretion that an individual has to decide activities and work results. In many cases the depth is as much about the personal influence and with delegated authority. Therefore, an employee with the same title as that is the same organizational level that another employee, may hold more, less or the same amount of depth of the post due to personal influence.
Individual Differences:
Individual differences in the strength of needs, have been shown to influence the perception of diversity of tasks. Employees with higher needs are less concerned relatively weak perform various tasks for employees in need of more or less strong growth.
Differences in social environment:
differences in social working environments also affect perceptions of job content, the way one perceives a position is largely affected by what other people say about him.
By what strategies are can improve the design of the posts?
Job rotation:
The practice includes administrators to rotate so as to non-managers from one job to another. In doing so the individual is expected to perform more work activities because each work includes different tasks. Job rotation may include increasing the scope of the position and the perception of diversity in the content. Increasing the diversity of the tasks should increase employee satisfaction, reduce mental overload, decrease the number of errors due to fatigue, improve production and efficiency and reduce injuries on the job. However, the rotation does not change the basic characteristics of the seats allocated.
Enlargement of the post and is called the practice of increasing the number of tasks which an individual is responsible. Increases the range of the post, but no depth. Expansion strategies of the post are a form of specialization or no increase in the number of tasks performed by the employee. An expanded position requires a longer training period but the job satisfaction generally increases due to reduced boredom.
GLOBALIZATION CONTINUED: Economic factors
The basis of the global economy is dominated by weightless and intangible activities. The weightless economy is one in which products are based on information, such as programs, media and services offered online. Many economics work through networks that transcend national boundaries. It is called post-industrial society, information society and knowledge economy and others.
Multinational Corporations
Among the many factors that drive economic globalization, the role of multinational corporations is especially important. These are companies that provide goods or services sold in more than one country. They are market oriented and comprehensive earnings. Global chains often speak of articles to refer to the manufacturing process increasingly globalized which includes global networks of labor and production processes that produce a finished product.
The electronic economy is another factor which is based on economic globalization. Banks, corporations and investors may move funds from one place to another world at the touch of your mouse. Yet it is very risky since a financial collapse in an area of the world can have enormous consequences for distant economies.
Political Changes
The third driving force of contemporary globalization is related to political change.
This change involves various aspects:
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First, the collapse of Soviet Communism: the former Soviet bloc countries are approaching political and economic systems of Western stamp. This development marked the end of the system that existed during the Cold War, in which First World countries were removed from the Second World.
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A second important factor is the growth of forms of international and regional government. The UN and the EU are prominent examples.
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Finally, globalization is being driven by intergovernmental organizations (IGOs) and non-governmental organizations (NGOs), international-type. An intergovernmental organization is an entity established by the participating governments and gives responsibility to regulate or supervise a particular area of activity is international in scope. International NGOs are not linked to governments but are independent organizations working with government agencies in policy making and dealing with international problems.