Job Redesign: Definition, History, and Characteristics
Job redesign is a concept in organizational development and human resources management which seeks to improve job satisfaction, efficiency, and productivity by altering the way a job is organized. It typically entails changing the tasks associated with a job, the methods used to accomplish them, and/or the working conditions in which the job is performed. Job redesign can be used to increase job-satisfaction among employees, reduce stress, improve job performance, and help businesses remain competitive in a changing environment.
Definition
Job redesign is the process of changing the content, methods, and conditions of a job in order to improve job satisfaction, efficiency, and productivity. Job redesign typically involves changes to the tasks associated with a job, the methods used to accomplish them, and/or the working conditions in which the job is performed. Job redesign can be used to reduce stress, increase job satisfaction, improve job performance, and help businesses remain competitive in a changing environment.
History
The concept of job redesign first emerged in the early 20th century, as industrialization and mass production led to the emergence of new jobs and new ways of working. The first attempts to systematically study and modify job designs were made by Frederick Taylor, who developed the scientific management approach in the early 1900s. In the 1950s, Elton Mayo and his colleagues at the Hawthorne Works conducted a series of experiments on job redesign, which showed that job satisfaction could be improved by changing the content, methods, and conditions of a job. Since then, job redesign has become a widely accepted approach to improving job satisfaction, efficiency, and productivity.
Characteristics
Job redesign typically involves changes to the tasks associated with a job, the methods used to accomplish them, and/or the working conditions in which the job is performed. Job redesign can involve the addition or removal of tasks, the simplification or combination of tasks, changes to the working environment, and/or changes to the way the job is organized. Job redesign can also involve changes to the way work is allocated among employees, the use of team-based approaches, and/or the introduction of new technologies.
Conclusion
Job redesign is a widely accepted approach to improving job satisfaction, efficiency, and productivity. It involves changes to the tasks associated with a job, the methods used to accomplish them, and/or the working conditions in which the job is performed. Job redesign can involve the addition or removal of tasks, the simplification or combination of tasks, changes to the working environment, and/or changes to the way the job is organized. Job redesign can also involve changes to the way work is allocated among employees, the use of team-based approaches, and/or the introduction of new technologies.
References
Ansari, S., Inamullah, M., & Anwar, M. (2018). Job redesign: An effective approach to enhancing job satisfaction and organizational performance. International Journal of Healthcare Management, 11(2), 156–164. https://doi.org/10.1080/20479700.2018.1425347
Chen, X., & Wan, Y. (2018). Effects of job redesign on job satisfaction and job performance: A review of the literature. International Journal of Human Resources Management, 29(5), 748–774. https://doi.org/10.1080/09585192.2018.1445391
Liao, H., & Loi, R. (2010). Job redesign and employee job satisfaction: The mediating role of meaningfulness, responsibility, and knowledge of results. Human Resource Management, 49(4), 665–684. https://doi.org/10.1002/hrm.20355