Uses of Job Description

Usefulness of Job Description 1. It Helps identify a job, distinguishing it from other jobs by its title. 2. It serves as a guide in employee recruitment, selection, and placement. 3. It establishes proper relationship betwixt one job and the others within the same salary bracket. 4. It facilitates comparisons with similar jobs in other firms for purposes of wage surveys. 5. It serves as a guide in the organization and judicial system of a department, division, section, or unit. 6. It helps to form lines of promotion or transfer and to spot employees who need further training. . It contributes to the personal satisfaction of every individual employee with his job. Components of Job digit Job specialization Job expansion Psychological components Self-directed teams Motivation and incentive systems ergonomics and work methods Job Specialization Involves o Breaking jobs into lower-ranking component parts o Assigning specialists to do each part First noted by Adam Smith (1776) o Ob served how workers in pin factory divided tasks into smaller components Found in manufacturing & service industriesJob Specialization Often Reduces Cost Greater dexterity & faster learning little lost time changing jobs or tools Use more specialized tools Pay only for needed skills Job Expansion Process of adding more vicissitude to jobs Intended to reduce boredom associated with labor specialization Methods o Job enlargement o Job enrichment o Job rotation o Employee sanction Psychological Components of Job Design Individuals have values, attitudes, and emotions that affect job results o Example Work is a social experience that affects belonging needs legal worker behavior comes mostly from within the individual o Scientific management argued for external financial rewards First examined in Hawthorne studies Self-Directed Teams Group of appoint individuals working together for a common goal May be organized for short-term or long-term objectives Reasons for effectivenes s o Provide employee sanction o Provide core job characteristics o Meet psychological needs (e. g. , belonging) Motivation Worker performance depends on o Motivation o Ability o Work environmentMotivation is the set of forces that compel behavior Money may serve as a psychological & financial motivator inducement systems o Measured daywork Pay based on standard time o Piece rate Pay based on pieces done Ergonomics and Work Methods Worker performance depends on o Motivation o Ability o Work environment Foundation laid by Frederick Taylor o Match employees to task o Develop work methods o Establish work standards Ergonomics Study of work Also called human factors Involves human-machine interface Examples o Mouse o Keyboard