Job design is affected by organizational, environmental, and behavioral factors. A properly designed job will make it productive and satisfying. If a job fails on this count, the fault lies with the job designers who, based on the feedback, must redesign the job. We now propose to elaborate the various factors affecting job design. Organizational f...

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Three categories form a hierarchy only in the sense of decreasing concreteness. As people move from a focus on existence to relatedness and to growth needs, the ways in which they can satisfy those needs become increasingly abstract. The rise in the level of satisfaction of any lower-order need may result into decrease in its importance. Its place ...

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The Expectancy Model goes by several other names such as instrumentality theory, path-goal theory and valence-instrumentality-expectancy(VIE) theory. The expectancy theory has its roots in the cognitive concepts of pioneer psychologists Kurt Lewin and Edward Tolman, and in the choice behavior and utility concepts from the classical economics theori...

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Job analysis is the process of collection job related information. Such information helps in the preparation of job description and job specification. The benefit of job analysis : Laying the foundation for human resource planning. Laying the foundation for employee hiring. Laying the foundation for training and development. Laying the foundation f...

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Job analysis is inconsistent with TQM . TQM expects every employee to be everything, while job analysis prescribes definite duties and responsibilities to each employee. Job analysis seems to be inconsistent with total quality management (TQM) which is mantra of management. TQM, its essence, implies total commitment to quality. The essential featur...

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Characteristic of an Enriched Job: Direct Feedback: Employees should be able to get immediate knowledge of the results they are achieving. The evaluation of performance can be built into the job or provide by a supervisor. Client Relationship : An employee who serves a client or customer directly has an enriched job. The client be outside the firm ...

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Methods of collecting Job Data : The methods of collecting job-related data are- Observational method. Interviews. Questionnaire. Checklist. Technical conference. Dairy A combination of these approaches may be used depending upon the situation and the organization. A brief description of each method is in order. Observation: in this method, the job...

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Purpose of Job Analysis: As was stated earlier, job analysis is useful for overall management of all personnel activities. While this is a generalized statement, it is important to specify the uses of job analysis. Job-related data obtained from a job-analysis program are useful in HRP, employee hiring, training, job evaluation, compensation, perfo...

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Job enrichment differs from job enlargement in terms of focus of depth in job and the number of tasks in a job through, sometimes, job enrichment may also contain job enlargement as shown in fig: Nature of job: The major difference between job enrichment and job enlargement lies in the nature of additions of the job. Enlargement involves a horizont...

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Job Enrichment offers a number of benefits in the organization. In fact ford has gone on to generalize that job enrichment is the solution to all behavioral problem faced by modern organization though this type of generalization does not seem to be justified, and job enrichment should not be viewed as panacea for all behavioral problems. Job enrich...

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