Googles offices in new york city. This approach of job design is called behavioral approach. Behavioral approach of job design includes following popular method.
Job design approaches in hrm. Herzberg classified these factors into two categories the hygiene factors and the motivators. This approach continues to be successfully used particularly when it is combined with a concern for the social context in which the jobs are performed. Another approach to designing motivating jobs is job enrichment. Job enrichment is an increase in the meaningfulness of the work and the responsibilities of an employee.
Managers must add meaningfulness to the job and allow workers more control over their work if the job is to be perceived as enriched. It increases the depth of a job by expanding it vertically. This means behavioral approach of job design analyzes the considers some behavioral aspects of employees like autonomy variety task identity task significance feedback mechanism etc. The excessive job specialisation through job rotation have been dehumanising the work by making the workers job routine repetitive and removing all challenges from it.
Each of these approaches is now discuss one by one. Job enlargement consists of making a job larger in scope by combining additional task activities into each job through expansion. Job enrichment as popularized by herzbergs research is one the ways in human approach of job design. The various approaches to job design are summarized in fig.
Reasons for job enrichment being installed are varied. Googles human resource management effectively addresses concerns on human resource planning job analysis and job design. This is called horizontal loading. Herzberg classified these factors into two categories the hygiene factors and the motivators.
Please try again later. Although job engineering can also create boring jobs it remains an important job design approach because the resulting cost savings can be measured immediately and easily. This feature is not available right now. Job design is the process of work arrangement or rearrangement aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks.