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Job design - From theory to best future practise
Job design
It's all about crafting roles that match the needs of both the company and the employees.
A well designed job takes into account the tasks, responsibilities and skills required. This can lead to happier and more productive workers.
Hackman and Oldham's Job Characteristics Model (JCM) is a framework used to understand how job design impacts job satisfaction and motivation. It consists of five core dimensions:
Hackman and Oldham model of job design
The five dimensions within the Hackman and Oldham model are:
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Skill variety: This dimension refers to the extent to which a job requires different skills and abilities to perform various tasks. Jobs with high skill variety are more engaging and can lead to increased motivation
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Task identity: Task identity is the degree to which a job involves completing a whole and identifiable piece of work. Jobs with high task identity allow employees to see the direct impact of their efforts, which can enhance motivation and job satisfaction
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Task significance: Task significance relates to the perceived impact of a job on the lives of others or the success of the organisation. Jobs with high task significance make employees feel that their work is meaningful and contributes to a larger purpose
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Autonomy: Autonomy refers to the level of independence and control employees have over their work. Jobs with high autonomy give employees the freedom to make decisions and set their own goals, which can lead to greater motivation
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Feedback: Feedback is the extent to which employees receive information about the effectiveness of their performance. Regular and clear feedback helps employees understand how they are doing and what improvements are needed
According to Hackman and Oldham, when these five dimensions are present and well balanced in a job, they lead to higher levels of intrinsic motivation, job satisfaction and overall performance.
This model is relevant when discussing job design, especially in the context of optimising roles for Generation Z, adapting to the future workforce and improving the quality of work experiences.
These dimensions can also cater to the changing workplace dynamics, like hybrid working arrangements.
Now let's take a look at: What is the difference between job design and job crafting?
Job crafting
Job design and job crafting are both about shaping the nature of work, but they approach it from different angles.
Job design:
- This is usually done by the company or management. It's about structuring and organising tasks, responsibilities and roles within a job. The aim is to make sure that the job aligns with the company's goals, while also considering employee skills and needs. It's like putting together a puzzle to create a cohesive and efficient work role
Job crafting:
- On the other hand, job crafting is more in the hands of the employees themselves. It's about how individuals adjust and personalise their own tasks and responsibilities to better suit their strengths, passions and preferences. It's like customising the puzzle pieces to fit your own unique style
In essence, job design focuses on how the company sets up roles, while job crafting is about how individuals reshape their roles to make them more fulfilling and aligned with their values. Both are important in creating a motivated and engaged workforce, especially in a dynamic environment like the one we're seeing with the future workforce trends and the rise of Generation Z.
Talking about different angels in shaping the nature of work, let's question ourselves: What are the 7 dimensions of job quality?
The seven dimensions of job quality
These aspects are essential for creating a positive and satisfying work experience:
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Income and benefits: This includes fair compensation, benefits like health insurance or retirement plans and any additional perks that contribute to financial security
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Job security: Feeling stable in your position without constant worries about layoffs or instability is crucial for job quality
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Work life balance: Achieving a healthy balance between work and personal life is essential for overall well being and job satisfaction
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Working conditions: This covers factors like the physical environment, safety measures and overall comfort of the workplace
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Career development: Opportunities for growth, advancement and skill development contribute to job satisfaction and long term commitment
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Job content: The actual tasks and responsibilities you have can significantly impact job quality. Engaging and meaningful tasks lead to more satisfaction
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Social environment: Positive relationships with colleagues and supervisors, as well as a supportive and inclusive workplace culture, are important dimensions of job quality
Let's see how your job design has to be made in the future.