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Methods of Job Design

Methods of Job Design

1. Classical Method :

A. work simplification method :

In this method, work are simplified by dividing them in to smaller unit as far as possible. A person is assigned with only one task/unit of job depending upon his/her ability, skill, experience, interest and requirement of the organization.

B. Job rotation method :

In this method, employee are rotated/transferred from one unit to another. Although the employee are transferred from one unit to another but basic characteristics of the job do not change. Employee are given knowledge of different units and different tasks of job.

C. Job Enlargement method :

It is horizontal loading of the job. Here similar tasks are added to the job. For example : Assigned 10 tasks on an individual instead of 6 task. It doesn't emphasis on specialization concept. To make the job more interesting for the employees and provide them job satisfaction, it is done. Range is increased.

Advantages of Classical Method Job Design :

  • Reduce monotony and beardom among employees.
  • Increase job satisfaction with extended scope of job.
  • Reduce operating cost by reducing employees.
  • Provide opportunity for personal growth.

Disadvantages of Classical Method Job Design:

  • Employees may not accept more work load.
  • Training is required that increases cost. 
  • Additional task without additional benefit reduce motivation.
  • Adding zero to another zero.

2. Socio-Technical Method :

Motivation is important factor for improving organization productivity. Employees needs guidance for better result. SO, in this method the jobs are designed to satisfy the employees individual needs. Here social system indicates nature of job. In this method, jobs are designed to satisfy individual needs and technical requirement. That mean job design is based on individual need and organizational requirement.


Advantages of Socio-Technical Method:

  • Provide greater employee job satisfaction because of fulfillment of social needs.
  • Gives emphasis in participation.
  • Helps in increase tenure of employees.
  • Jobs are designed for dealing with changing environment.

Disadvantages of Socio-Technical Method:

  • Gives more emphasis to employee needs rather than organizational needs.
  • Lower level may not be efficient in decision making, as  it is emphasis on participation.
  • Employee may influence overall planning of organization only of their sake.

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