job description
A formal statement of duties, qualifications, and responsibilities associated with a job.
-------------------------------------------------------------------------------------------------------
job enlargement
An increase in the number of tasks that an employee performs. It is associated with the design of jobs to reduce employee dissatisfaction.
In certain circumstances, the job description is
Enlarged to accommodate certain talented applicants.
The enlargement expands the scope of the job ,
In an horizontal manner , and not vertical.
Job enlargement means increasing the scope of a job through extending the range of its duties and responsibilities. This contradicts the principles of specialisation and the division of labour whereby work is divided into small units, each of which is performed repetitively by an individual worker. Some motivational theories suggest that the boredom and alienation caused by the division of labour can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialisation. A typical approach might be to replace assembly lines with modular work; instead of an employee repeating the same step on each product, they perform several tasks on a single item. In order for employees to be provided with Job Enlargement they will need to be retrained in new fields whaich can prove to be a lengthy process.
================================================== ============
job enrichment
An increase in the number of tasks that an employee performs and an increase in the control over those tasks. It is associated with the design of jobs and is an extension of job enlargement.
Job enrichment in organizational development, human resources management, and organizational behavior, is the process of improving work processes and environments so they are more satisfying for employees. Many jobs are monotonous and unrewarding. Workers can feel dissatisfied in their position due to a lack of a challenge, repetitive procedures, or an over-controlled authority structure. Job enrichment tries to eliminate these dysfunctional elements, and bring better performance to the workplace.
Job enrichment, as a managerial activity includes a three steps technique:
1. Turn employees' effort into performance:
Ensuring that objectives are well-defined and understood by everyone. The overall corporate mission statement should be communicated to all. Individual's goals should also be clear. Each employee should know exactly how she fits into the overall process and be aware of how important her contributions are to the organization and its customers.
Providing adequate resources for each employee to perform well. This includes support functions like information technology, communication technology, and personnel training and development.
Creating a supportive corporate culture. This includes peer support networks, supportive management, and removing elements that foster mistrust and politicking.
Free flow of information. Eliminate secrecy.
Provide enough freedom to facilitate job excellence. Encourage and reward employee initiative. Flextime or compressed hours could be offered.
Provide adequate recognition, appreciation, and other motivators.
Provide skill improvement opportunities. This could include paid education at universities or on the job training.
Provide job variety. This can be done by job sharing or job rotation programmes.
It may be necessary to re-engineer the job process. This could involve redesigning the physical facility, redesign processes, change technologies, simplification of procedures, elimination of repetitiveness, redesigning authority structures.
2. Link employees performance directly to reward:
Clear definition of the reward is a must
Explanation of the link between performance and reward is important
Make sure the employee gets the right reward if performs well
If reward is not given, explanation is needed
3. Make sure the employee wants the reward. How to find out?
Ask them
Use surveys( checklist, listing, questions)
EXAMPLE OF BASIC JOB DESCRIPTION
=====================================
Technical Service Representative
BASIC JOB lUNCTION‑.
Provides technical assistance to Dealership Service Department and assists in
customer inquiries to assure proper repair procedures.
DUTIES AND RESPONSIBILITIES
1 . Provides hands‑on technical assistance to dealer personnel.
2. Provides hands‑on technical assistance at site operation.
3. Inspects warranty parts.
4. Performs quality audits as requested.
5. Completes Technical Product Reports; reports on product problems
encountered.
6. Provides dealer contact reports.
7. Provides warranty authorizations.
8. Maintains proper repair standards.
9. Creates a communication system between the dealer body, the District
Manager, and the Service Department to better serve the needs of our
dealers, our customers, and the interests of the company.
10. Investigates product liability claims by providing written reports and
testimony in regard to technical product failure.
11. Provides one‑on‑one technical training.
12. Represents the company in third‑party arbitration.
13. Handles other requests from management on a timely basis.
================================================== ======
EXAMPLE OF JOB ENLARGEMENT OF THE ABOVE JOB .
=================================================
ENLARGEMENT OF THE JOB DESCRIPTIONS OF TECHNICAL
SERVICE REP.
1. Receives and responds to all customer inquiries and complaints.
2. Documents customer contacts on report form and distributes to appropriate
staff responsible for resolution .
3. Responsible for guiding complaint resolution to ensure that proper and
satisfactory closing are obtained from dealers, etc.
4. Provides dealers with any and all backup data supplied by
customer or warranty files to assist in making sound decisions and achieve
customer satisfaction.
5. Follows up on a regular and as‑needed basis with dealers and field service
operations on a open and unresolved customer contacts.
6. Reports any and all out‑of‑line conditions affecting customer satisfaction.
================================================== ========
EXAMPLE OF JOB ENRICHMENT OF THE ABOVE JOB .
=================================================
ENRICHMENT OF THE JOB DESCRIPTIONS OF TECHNICAL
SERVICE REP.
1.ACCOUNTABILITY
-responsible for the coordination and final resolution of all
customer complaints.
-responsible for providing feedback for all customer inquiries.
2.AUTONOMY
-responsible for all customer contact/reports / documentations and
resolution.
3.TASK SIGNIFICANCE
-solely Responsible for guiding customer complaint resolution
and to ensure that proper and satisfactory closing are obtained
from all recognized dealers .
4.TRAINING
-responsible for training of all tech. people at the
dealer point.
ETC ETC
============================================
================================================
==================================================
regards
LEO LINGHAM
From India, Mumbai
257A formal statement of duties, qualifications, and responsibilities associated with a job.
-------------------------------------------------------------------------------------------------------
job enlargement
An increase in the number of tasks that an employee performs. It is associated with the design of jobs to reduce employee dissatisfaction.
In certain circumstances, the job description is
Enlarged to accommodate certain talented applicants.
The enlargement expands the scope of the job ,
In an horizontal manner , and not vertical.
Job enlargement means increasing the scope of a job through extending the range of its duties and responsibilities. This contradicts the principles of specialisation and the division of labour whereby work is divided into small units, each of which is performed repetitively by an individual worker. Some motivational theories suggest that the boredom and alienation caused by the division of labour can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialisation. A typical approach might be to replace assembly lines with modular work; instead of an employee repeating the same step on each product, they perform several tasks on a single item. In order for employees to be provided with Job Enlargement they will need to be retrained in new fields whaich can prove to be a lengthy process.
================================================== ============
job enrichment
An increase in the number of tasks that an employee performs and an increase in the control over those tasks. It is associated with the design of jobs and is an extension of job enlargement.
Job enrichment in organizational development, human resources management, and organizational behavior, is the process of improving work processes and environments so they are more satisfying for employees. Many jobs are monotonous and unrewarding. Workers can feel dissatisfied in their position due to a lack of a challenge, repetitive procedures, or an over-controlled authority structure. Job enrichment tries to eliminate these dysfunctional elements, and bring better performance to the workplace.
Job enrichment, as a managerial activity includes a three steps technique:
1. Turn employees' effort into performance:
Ensuring that objectives are well-defined and understood by everyone. The overall corporate mission statement should be communicated to all. Individual's goals should also be clear. Each employee should know exactly how she fits into the overall process and be aware of how important her contributions are to the organization and its customers.
Providing adequate resources for each employee to perform well. This includes support functions like information technology, communication technology, and personnel training and development.
Creating a supportive corporate culture. This includes peer support networks, supportive management, and removing elements that foster mistrust and politicking.
Free flow of information. Eliminate secrecy.
Provide enough freedom to facilitate job excellence. Encourage and reward employee initiative. Flextime or compressed hours could be offered.
Provide adequate recognition, appreciation, and other motivators.
Provide skill improvement opportunities. This could include paid education at universities or on the job training.
Provide job variety. This can be done by job sharing or job rotation programmes.
It may be necessary to re-engineer the job process. This could involve redesigning the physical facility, redesign processes, change technologies, simplification of procedures, elimination of repetitiveness, redesigning authority structures.
2. Link employees performance directly to reward:
Clear definition of the reward is a must
Explanation of the link between performance and reward is important
Make sure the employee gets the right reward if performs well
If reward is not given, explanation is needed
3. Make sure the employee wants the reward. How to find out?
Ask them
Use surveys( checklist, listing, questions)
EXAMPLE OF BASIC JOB DESCRIPTION
=====================================
Technical Service Representative
BASIC JOB lUNCTION‑.
Provides technical assistance to Dealership Service Department and assists in
customer inquiries to assure proper repair procedures.
DUTIES AND RESPONSIBILITIES
1 . Provides hands‑on technical assistance to dealer personnel.
2. Provides hands‑on technical assistance at site operation.
3. Inspects warranty parts.
4. Performs quality audits as requested.
5. Completes Technical Product Reports; reports on product problems
encountered.
6. Provides dealer contact reports.
7. Provides warranty authorizations.
8. Maintains proper repair standards.
9. Creates a communication system between the dealer body, the District
Manager, and the Service Department to better serve the needs of our
dealers, our customers, and the interests of the company.
10. Investigates product liability claims by providing written reports and
testimony in regard to technical product failure.
11. Provides one‑on‑one technical training.
12. Represents the company in third‑party arbitration.
13. Handles other requests from management on a timely basis.
================================================== ======
EXAMPLE OF JOB ENLARGEMENT OF THE ABOVE JOB .
=================================================
ENLARGEMENT OF THE JOB DESCRIPTIONS OF TECHNICAL
SERVICE REP.
1. Receives and responds to all customer inquiries and complaints.
2. Documents customer contacts on report form and distributes to appropriate
staff responsible for resolution .
3. Responsible for guiding complaint resolution to ensure that proper and
satisfactory closing are obtained from dealers, etc.
4. Provides dealers with any and all backup data supplied by
customer or warranty files to assist in making sound decisions and achieve
customer satisfaction.
5. Follows up on a regular and as‑needed basis with dealers and field service
operations on a open and unresolved customer contacts.
6. Reports any and all out‑of‑line conditions affecting customer satisfaction.
================================================== ========
EXAMPLE OF JOB ENRICHMENT OF THE ABOVE JOB .
=================================================
ENRICHMENT OF THE JOB DESCRIPTIONS OF TECHNICAL
SERVICE REP.
1.ACCOUNTABILITY
-responsible for the coordination and final resolution of all
customer complaints.
-responsible for providing feedback for all customer inquiries.
2.AUTONOMY
-responsible for all customer contact/reports / documentations and
resolution.
3.TASK SIGNIFICANCE
-solely Responsible for guiding customer complaint resolution
and to ensure that proper and satisfactory closing are obtained
from all recognized dealers .
4.TRAINING
-responsible for training of all tech. people at the
dealer point.
ETC ETC
============================================
================================================
==================================================
regards
LEO LINGHAM
From India, Mumbai
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